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1. Career Planning
and Development
Your Company Name

2. 2
Agenda
Agenda 01
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Agenda 02
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Agenda 03
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3. 3
Content
Succession & Career Planning Overview
Identify The Critical Position
Employee Competency & Assessment Grid
Succession Plan Sample Flowchart
Succession Planning Modelling Chart
Key Succession & Career Planning Metrics
Development Of Succession and Career Plan
Manage Ongoing Process
Roadblocks To Succession and Career Planning
Overcoming Roadblocks in Succession and Career Planning
Performance Improvement Plan
Key Development Practices
Evaluate, Monitor and Observe Succession Planning
Succession Planning Backup Summary

4. 4
Succession and Career Planning Overview
Succession
Planning is
an Ongoing
Process
Identify Critical
Positions
Employee Competency and
Assessment Grid
Key Succession Planning
Metrics
Development of Succession
and Career Plan
Manage Ongoing Processes
and Action Plan
Training &
Development
Evaluate, Monitor and
Observe Succession Planning
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5. 5
Identify the Critical Position (1/2)
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Succession Planning
Business - Critical
Position 1
Ready Now 1-2 Years >2 Years (Year Estimated)
Head of Sales ‹ Your Text Here ‹ Your Text Here ‹ Your Text Here
Business - Critical
Position 2
‹ Your Text Here ‹ Your Text Here ‹ Your Text Here
Head of Operations ‹ Your Text Here ‹ Your Text Here ‹ Your Text Here
Business - Critical
Position 3
‹ Your Text Here ‹ Your Text Here ‹ Your Text Here
Head of R&D ‹ Your Text Here ‹ Your Text Here ‹ Your Text Here
This slide covers the
critical positions that
require succession
planning along with the
time frame.

6. 6
Identify the Critical Position (2/2)
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Position
Variability in
Performance
Impact on Strategic
Outcomes
Scarcity of
Resource
Impact on other
Strategic Activities
Total
Score
Job A 3 4 4 5 16
Job B 4 4 2 2 12
Job C 3 5 4 3 15
Instructions
Complete the table for each job using a scale from 1 (low) to 5 (high)
Highest Total Score = Most Critical
Here we have listed
job positions and their
relevance in different
criteria's. Rate the
position on basis of
relevance in those
criteria's

7. 7
Employee Competency & Assessment Grid
This model helps to
easily identify
individual’s performance
and potential for the
specific position in the
coming future
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
High
Growth
Limited
Low
High
High
Performance
Leadership
Potential
Succession
Planning
Candidate
High
Performance/
High Potential
Enhance
Current Role
Bad
Hire/Replace
/Counseling
Current Role
Must Be
Enhanced
Low
Performance/
Low Potential
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8. 8
Succession Plan Sample Flowchart
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VP Sales VP Services VP Marketing
CEO
This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position
Name Readiness
Jane Ready Now
John Within 1 Year
Mary 1-2 Years
Name Readiness
Rich Ready Now
Sally Within 1 Year
Lee 1-2 Years
Name Readiness
Davis Ready Now
Mandy Within 1 Year
Raph 1-2 Years
Name Readiness
Chris Ready Now
Steven Within 1 Year
Jack 1-2 Years

9. 9
Succession Planning Modelling Chart
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Succession Planning Element Succession Planning Objective Succession Planning Tools
Build a Leadership Pipeline Ensure Organizational Leadership Sustainability
‹ Leadership Talent Pool Development
‹ Leadership Competency Development Plan
‹ Text Here
Develop Critical Function Successors
Mitigate Impact Of Attrition And Employee Mobility On
The Utility’s Critical Functions
‹ Mentoring
‹ Recent Retiree Consulting
‹ Text Here
Staff Development Develop Layers To Perform Organizational Functions
‹ Cross Training & Work Rotation
‹ Staff Development Plans
‹ Text Here
Add Succession Planning Element Here Add Succession Planning Objective Here
‹ Text Here
‹ Text Here
‹ Text Here
Add Succession Planning Element Here Add Succession Planning Objective Here
‹ Text Here
‹ Text Here
‹ Text Here
We have specified here
various planning
elements, objectives
and necessary planning
tools that are required
for succession planning
implementation

10. 10
Key Succession & Career Planning Metrics This slide includes
succession planning
standards to gauge
existing talent, track
succession planning
effectiveness and help
employees grow
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Does the employee
demonstrate the ability and
qualities to take on additional
responsibilities & roles?
Does the employee have the
skills and experiences needed
to be successful in
his next role?
Whether the employee seems
excited about his or her current
position, or ready for
a career move?
What would be the impact
on the organization when
an employee will leave?
Your text here
30
50
59
65
85
0
20
40
60
80
100
Potential Readiness Risk of Loss Impact of Loss Add Key Succession
Planning Metrics Here

11. 11
Development of Succession & Career Plan
Business Focus
SM Focus
01
Individual
Development Planning
Skill Development
by Leader
Operational
Efficiency
20%
Effective
03
Succession Plaining
& Management
Text Here Text Here
25%
Business Aligned
04
Talent Mobility
& Upgrading
Text Here Text Here
25%
Predictive
02
Executive/ Sr. Leader
Replacement Plaining
CEO & other
Senior Leader
Replacement
Business
Process
Efficiency
30%
Effective
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In order to develop a
successful succession &
career plan indicate the
step wise planning
required along with the
business & succession
management focus

12. 12
Manage Ongoing Processes (1/2)
Leadership Competencies Rating
N/A - Not Applicable IE - Ineffective SE - Some What Effective E - Effective
VE - Very Effective O - Outstanding
Name of
Individual
Business
Acumen
Dealing with
Ambiguity
Decision
Quality
Developing
direct Reports
& Others
Drive for
Results
Interpersonal
Savvy
Managerial
Courage
Managing
Vision &
Purpose
Managing &
Measuring
Work
Priority Setting
Problem
Solving
Strategic
Agility
John Smith VE E O IE IE N/A SE SE IE VE O IE
Text Here O IE SE E O IE SE N/A E E O SE
Text Here E VE O IE VE N/A VE O O SE IE N/A
Cultural Capabilities Rating – N/A, IE, SE, E, VE, O
Derailer Assessment Rating
NP – Not a Problem PNP – Probably Not a Problem NS – Not Sure PP - Probably a Problem DP – Definitely a Problem NEI – Not Enough Information
Name of
Individual
Tenaciously
Resourceful
Passionately
Aligned
Dynamically
Responsive
Derailers
Betrayal of
Trust
Defebsiveness
Lack of Ethics
& Values
Insensitive to
Others
Performance
Problems
Failure to Staff
Effectively
Text Here Text Here
Meghan Jones VE O IE PNP DP NS PP NS NEI PNP DP
Text Here IE N/A SE DP NP NP NEI PNP PNP DP DP
Text Here VE SE IE NS PP PNP DP NEI PP NS DP
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Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning

13. 13
Manage Ongoing Processes (2/2)
Employee Information
Name: Current Job Title:
Date of Meeting/Interaction: Individual/s Providing Feedback:
Cultural Capabilities – Provide any feedback on behaviours related to our cultural capabilities
‹ Tenaciously Resourceful ‹ Text Here ‹ Text Here
‹ Dynamically Responsive ‹ Text Here ‹ Text Here
‹ Passionately Aligned ‹ Text Here ‹ Text Here
Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding
‹ Business Acumen N/A ‹ Developing Direct Reports & Others N/A ‹ Managerial Courage N/A
‹ Dealing with Ambiguity IE ‹ Drive for Results IE ‹ Managing & Measuring Work IE
‹ Decision Quality SE ‹ Interpersonal Savvy SE ‹ Priority Setting SE
Describe Purpose for rating/s above, be as specific as possible
‹ Text Here
Functional Competencies
‹ Text Here
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Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning

14. 14
Roadblocks to Succession & Career Planning
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
15%
30%
40%
45%
55%
60%
65%
80%
85%
95%
0%
20%
40%
60%
80%
100%
Lack of a Talent
Assessment
Database
Lack of Top
Management
Support
Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here

15. 15
Action Items
Which Barrier Will
Prevent Your
Success?
What Can You Do To
Reduce This Barrier?
What Are Your Start
& End Dates
For Reducing
The Barrier?
Who Can Help You
Reduce This Barrier?
What Will Be
Evidence of
Completion?
How Will You
Measure Success
For This Goal?
Priority:____________
Process For Employee
Identification
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:____________
Streamline Frequency &
Duration Of Interventions
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:____________
Common Tool For
Progress Monitoring
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:____________
Other
Text Here Text Here Text Here Text Here Text Here Text Here
Overcome Roadblocks in Succession & Career Planning
This slide shows the
action plan that needs
to be followed in order
to overcome succession
planning roadblocks
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16. 16
Performance Improvement Plan
Improvement
Objectives
What individual should do to
improve performance
Success Criteria
Set the success
criteria's here
Additional
Support Required
Support that an individual require in
order to achieve standards
Review Schedule
When will the progress be
reviewed ?
Objective Outcome
Action to be taken if objectives
are not met
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
In order to train and
develop the employees
for future positions, we
have specified a plan
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17. 17
Initiative Type of Developmental Practice
Action Learning Experiential Learning
Cross - Functional Job Rotations Experiential Learning
360 - Degree Feedback Assessment
Exposure Ti Senior Executives Education
External Coaching Coaching
Global Job Rotations Experiential Learning
Exposure To Strategic Agenda Education
Your Text Here Text Here
Your Text Here Text Here
Your Text Here Text Here
Your Text Here Text Here
Key Development Practices
Least
Meaningful
Most
Meaningful
List down the talent and
development initiatives
for succession planning
along with the
development practices
that needs to be
undertaken
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18. 18
Evaluate, Monitor & Observe Succession Planning
Succession
Planning
Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Task 1 Ongoing DD-MM-YY
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Add text here DD-MM-YY
Task 5 Add text here DD-MM-YY
Task 6 Add text here DD-MM-YY
Task 7 Add text here DD-MM-YY
Task 8 Add text here DD-MM-YY
Task 9 Add text here DD-MM-YY
Continuously evaluate
and monitor
succession planning
process with the help
of table mentioned
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Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here

19. 19
Succession Planning Backup Summary – Simple Format
Key
Position Title
Incumbent
Name
Position Vulnerability Succession Candidate Names
Open in
<1 year
Open in 1-3
years
Open in
3+ years
Ready in
<1 year
Ready in
1-3 years
Ready in
3+ years
Head of Marketing Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Executive Staff Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of R&D Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 6 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
This table covers key
positions for
succession along with
name of candidates
and their relevant
positions
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20. 20
Succession Planning Backup Summary – Detailed Format
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Name : Title :
Overall Performance Summary: Indicate recent performance details
Potential for Promotion: Indicate the employee readiness level
- Ready now for the next level
- Ready now for the next level
- Ready now for the next level
Key Strengths: Indicate key technical competencies
Recommended Next Position: Highlight the details of next
assignment
Development Needs: Indicate the requirements for the next level Your Text Here: Highlight the details of your content
Development Actions: 1) On the job: Action plan for employee this year
2) Special assignment: Assignments to be given this year
3) Training: Training recommended for development
Your Text Here: Highlight the details of your content
List down the
employee strengths
and training and
development needs for
future job positions

21. 21
Career Planning and Development Icons Slide

22. 22
Additional
Slides

23. 23
Our Mission
Mission
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Vision
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Goal
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24. 24
Our Team
Name Here
Designation
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Name Here
Designation
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25. 25
About us
Target Audiences
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Premium Services
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Value Clients
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26. 26
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capture your audience's attention.
Text Here
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capture your audience's attention.
Text Here
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capture your audience's attention.
Text Here
Venn

27. 27
Financial
Text Here
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Text Here
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28. 28
Location
$150
$750
China
$250
$350
India
$80
$400
Australia
Product 01 Product 02
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29. 29
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