This document provides an overview of succession planning and career management. It identifies critical positions, assesses employee competencies and performance, and outlines key steps in developing and managing succession plans, including identifying obstacles. Metrics and templates are provided for succession planning, employee development, and ongoing evaluation of the process.

1. Career
Planning and
Management
Your Company Name

2. Content
2
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

3. Succession & Career Planning Overview
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Identify Critical
Positions
Employee Competency and
Assessment Grid
Key Succession
Planning Metrics
Development of
Succession & Career Plan
Manage Ongoing Processes
& Action Plan
Training &
Development
Evaluate, Monitor & Observe
Succession Planning
Succession
Planning is an
Ongoing Process

4. Identify the Critical Position (1/2)
4
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
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
Business - Critical Position 2 Ready Now 1-2 Years >2 Years (Year Estimated)
Head of Operations
• 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
Business - Critical Position 3 Ready Now 1-2 Years >2 Years (Year Estimated)
Head of R&D
• 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
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This slide covers the
critical positions that
require succession
planning along with the
time frame.

5. Identify the Critical Position (2/2)
5
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
• Complete the table for each job using a scale from 1 (low) to 5 (high)
• Highest Total Score = Most CriticalInstructions
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Here we have listed job
positions and their
relevance in different
criteria's. Rate the position
on basis of relevance in
those criteria's

6. Employee Competency & Assessment Grid
6
Low
High
High
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
HighGrowthLimited
Succession
Planning
Candidate
High
Performance/
High Potential
Enhance Current
Role
Bad
Hire/Replace/Co
unseling
Current Role
must be
Enhanced
Low
Performance/
Low Potential
Performance
LeadershipPotential
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This model helps to easily
identify individual’s
performance and potential
for the specific position in
the coming future

7. Succession Plan Sample Flowchart
7
CEO
Name Readiness
Jane Ready Now
John Within 1 Year
Mary 1-2 Years
VP SERVICES
Name Readiness
Davis Ready Now
Mandy Within 1 Year
Ralph 1-2 Years
VP SALES
Name Readiness
Rich Ready Now
Sally Within 1 Year
Lee 1-2 Years
VP MARKETING
Name Readiness
Chris Ready Now
Steven Within 1 Year
Jack 1-2 Years
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This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position

8. 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
• Your text here
Develop critical function successors
Mitigate impact of attrition and employee mobility
on the utility’s critical functions
• Mentoring
• Recent retiree consulting
• Your text here
Staff development Develop layers to perform organizational functions
• Cross training & work rotation
• Staff development plans
• Your text here
Add succession planning element here Add succession planning objective here
• Your text here
• Your text here
• Your text here
Add succession planning element here Add succession planning objective here
• Your text here
• Your text here
• Your text here
Succession Planning Modelling Chart
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We have specified here
various planning
elements, objectives and
necessary planning tools
that are required for
succession planning
implementation

9. Key Succession & Career Planning Metrics
9
Does the employee demonstrate the ability and
qualities to take on additional responsibilities & roles?01
Does the employee have the skills and experiences
needed to be successful in his next role?02
Whether the employee seems excited about his or
her current position, or ready for a career move?03
What would be the impact on the organization
when an employee will leave?04
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capture your audience's attention.05
0 20 40 60 80 100
Potential
Readiness
Risk of Loss
Impact of Loss
Add Key Succession Planning Metrics here
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This slide includes
succession planning
standards to gauge
existing talent, track
succession planning
effectiveness and help
employees grow

10. Development of Succession & Career Plan
10
Business Focus
Text Here
Text Here
Text Here
Skill Development
by Leader
Operational
Efficiency
Business Process
Efficiency
CEO & other
Senior Leader
replacement
SM Focus
Text Here
Talent Mobility
& Upgrading
Succession Plaining
& Management
Executive/ Sr. Leader
Replacement Plaining
Individual
Development Planning
1
2
3
4
25%
25%
30%
20%
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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

11. Manage Ongoing Processes (1/2)
11
Name of the Individual
BusinessAcumen
Dealingwith
Ambiguity
DecisionQuality
Developingdirect
Reports&Others
DriveforResults
InterpersonalSavvy
ManagerialCourage
ManagingVision&
Purpose
Managing&
MeasuringWork
PrioritySetting
ProblemSolving
StrategicAgility
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
N/A - Not Applicable, IE - Ineffective,
SE - Somewhat Effective, E - Effective,
VE – Very Effective, O - Outstanding
Name of the Individual
Tenaciously
Resourceful
Passionately
Aligned
Dynamically
Responsive
Derailers
BetrayalofTrust
Defebsiveness
LackofEthics&
Values
Insensitiveto
Others
Performance
Problems
FailuretoStaff
Effectively
TextHere
TextHere
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
Derailleur 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
Cultural Capabilities Rating – N/A, IE, SE, E, VE, O
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Leadership Competencies Rating
Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning

12. Manage Ongoing Processes (2/2)
12
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
• Dynamically Responsive
• Passionately Aligned
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding
• Business Acumen
• Dealing with Ambiguity
• Decision Quality
N/A
IE
SE
• Developing Direct
Reports & Others
• Drive for Results
• Interpersonal Savvy
N/A
IE
SE
• Managerial Courage
• Managing & Measuring
Work
• Priority Setting
N/A
IE
SE
Describe Purpose for rating/s above, be as specific as possible
• Your Text Here • Your Text Here • Your Text Here
Functional Competencies
• Your Text Here • Your Text Here • Your 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

13. Roadblocks to Succession & Career Planning
13
10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
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
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This slide specify the
obstacles in the
pathway of
succession planning,
in percentage

14. Overcome Roadblocks in Succession & Career Planning
14
Action Items
Prioritize Goals/Solutions
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
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Priority:____________
Streamline frequency & Duration of
interventions
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Priority:____________
Common tool for progress monitoring
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Priority:____________
Other
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
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This slide shows the
action plan that
needs to be followed
in order to overcome
succession planning
roadblocks

15. Performance Improvement Plan
15
Improvement
Objectives
Success
Criteria
Additional
Support Required
Review
Schedule
Objective
Outcome
What individual should do to
improve performance
Set the success
criteria's here
Support that an individual
require in order to
achieve standards
When will the progress be
reviewed ?
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
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In order to train and
develop the
employees for future
positions, we have
specified a plan

16. Key Development Practices
16
Initiative
Type of
Developmental Practice
Action learning Experiential learning
Cross - functional job rotations Experiential learning
360 - degree feedback Assessment
Exposure it 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
Least–MostMeaningful
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List down the talent
and development
initiatives for
succession planning
along with the
development practices
that needs to be
undertaken

17. Evaluate, Monitor & Observe Succession Planning
17
Succession
Planning Task
Status Start Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev 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
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
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Continuously evaluate
and monitor
succession planning
process with the help
of table mentioned

18. Succession Planning Backup Summary – Simple Format
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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

19. Succession Planning Backup Summary – Detailed Format
19
Name: Title:
Overall Performance Summary:
Indicate key technical competencies
Key Strength:
Indicate key technical competencies
Development Needs:
Indicate the requirements for the next level
Development Actions:
• On the Job : Action plan for employee this year
• Special Assignment : Assignments to be given this
year
• Training: Training recommended for development
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
Recommended Next Position:
Highlight the details of next assignment
Your Text Here:
Highlight the details of your content
Your Text Here:
Highlight the details of your content
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List down the
employee strengths
and training and
development needs for
future job positions

20. Career Planning and Management Icons Slide
20

21. 21
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22. 22
Additional Slides

23. Our Team
23
Managing Director
Jack Lee
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CEO
Julie Star
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Financial Advisor
John Doe
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24. 24
Our Mission
Vision
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Mission
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Goal
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25. Idea Generation
25
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26. Timeline
26
2015
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2016
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2017
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2019
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2018
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27. Puzzle
27
01 02 03 04 05
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28. 28
Financial
40%
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Minimum
65%
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Medium
70%
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Maximum

29. Magnifying Glass
29
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30. Post It
30
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01
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02
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03
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04

31. Area Graph
31
0
10
20
30
40
50
60
70
80
90
100
DecNovOctSepAugJulJunMayAprMarFebJan
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Product 01
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changes automatically based on data. Just
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Product 02

32. Column Chart
32
0
50
100
150
200
250
300
350
400
2011 2012 2013 2014 2015 2016 2017 2018 2019
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changes automatically based on data. Just
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Product 01
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changes automatically based on data. Just
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Product 02

33. 33
Thank You
Address
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Contact Numbers
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Email Address
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