The document outlines a comprehensive framework for succession and career planning, detailing steps to identify critical positions, assess employee competencies, and develop succession plans. It includes various metrics and tools for evaluating talent, managing ongoing processes, and addressing roadblocks, all aimed at ensuring organizational leadership sustainability. Emphasis is placed on continuous monitoring and adapting strategies to enhance employee readiness for future roles.

1. Career
Progression
Planning
Your Company Name

2. Succession and Career
Planning Overview01.
Identify the Critical
Position02.
Employee Competency and
Assessment Grid03.
Succession Plan Sample
Flowchart04.
Succession Planning
Modelling Chart05.
Key Succession & Career
Planning Metrics06.
Development Of Succession
And Career Plan07.
Manage Ongoing
Process08.
Roadblocks To Succession
And Career Planning09.
Overcoming Roadblocks In
Succession And Career Planning10.
Performance
Improvement Plan11.
Key Development
Practices12.
Evaluate , Monitor and Observe
Succession Planning13.
Succession Planning Backup
Summary14.
Content

3. 01 Succession & Career Planning Overview
Evaluate, Monitor & Observe
Succession Planning
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Employee Competency and
Assessment Grid
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Key Succession
Planning Metrics
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Development of Succession
& Career Plan
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Training & Development
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Identify Critical Positions
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Manage Ongoing
Processes & Action Plan
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Succession
Planning is an
Ongoing Process

4. 02
Identify the Critical
Position (1/2) Succession Planning
Business - Critical
Position 1
Ready Now 1-2 Years
>2 Years (Year
Estimated)
Head of Sales
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Business - Critical
Position 2
Ready Now 1-2 Years
>2 Years (Year
Estimated)
Head of Operations
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Business - Critical
Position 3
Ready Now 1-2 Years
>2 Years (Year
Estimated)
Head of R&D
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
This slide covers the
critical positions that
require succession
planning along with
the time frame.
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5. 03
Here we have listed job
positions and their
relevance in different
criteria's. Rate the
position on basis of
relevance in those
criteria's
Identify the Critical
Position (2/2)
Position
Variability In
Performance
Impact On
Strategic
Outcomes
Scarcity Of
Resource
Impact On
Other
Strategic
Activities
Total Score
Job A 3 3 2 2 10
Job B 4 4 4 3 15
Job C 4 5 4 3 16
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needs and capture your audience's attention.
Instructions:
Complete The Table For Each Job Using A Scale From 1 (Low) To 5 (High)
Highest Total Score = Most Critical

6. 04
Employee
Competency and
Assessment Grid
Low
High
High
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
HighGrowthLimited
Succession
Planning
Candidate
High
Performance/
High Potential
Enhance
Current Role
Bad
Hire/Replace/C
ounseling
Current Role
must be
Enhanced
Low
Performance/
Low Potential
Performance
LeadershipPotential
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audience's attention.
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to your needs and capture your
audience's attention.
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to your needs and capture your
audience's attention.
This model helps to
easily identify
individual’s
performance and
potential for the
specific position in
the coming future

7. 05
Succession Plan
Sample Flowchart
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This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position
VP Sales
Name Readiness
Rich Ready Now
Sally Within 1 Year
Lee 1-2 Years
VP Service
Name Readiness
Dale Ready Now
Mandy Within 1 Year
Ralph 1-2 Years
VP Marketing
Name Readiness
Chrls Ready Now
Steve Within 1 Year
Jill 1-2 Years
CEO
Name Readiness
Jane Ready Now
John Within 1 Year
Mike 1-2 Years

8. 06
Succession Planning
Modelling Chart
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
Develop Critical Function Successors
Mitigate Impact Of Attrition And
Employee Mobility On The Utility’s
Critical Functions
• Mentoring
• Recent Retiree Consulting
Staff Development
Develop Layers To Perform
Organizational Functions
• Cross Training & Work Rotation
• Staff Development Plans
Add Succession Planning Element
Here
Add Succession Planning Objective
Here
• Your Text Here
• Your Text Here
Add Succession Planning Element
Here
Add Succession Planning Objective
Here
• Your Text Here
• Your Text Here
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We have specified here
various planning
elements, objectives and
necessary planning tools
that are required for
succession planning
implementation

9. 07 Key Succession & Career Planning Metrics
Potential
Does the employee
demonstrate the ability and
qualities to take on
additional responsibilities
and roles?
Readiness
Does the employee
have the skills and
experiences needed
to be successful in
his next role?
Risk of loss
Whether the employee
seems excited about
his or her current
position, or ready for a
career move?
Impact of Loss
What would be the
impact on the
organization when an
employee will leave?
Add Key Succession
Planning Metric here
Your text here, Your text
here, Your text here, Your
text here, Your text here,
Your text here
This slide includes
succession planning
standards to gauge
existing talent, track
succession planning
effectiveness and
help employees grow

10. 08 Development of Succession & Career Plan
Text Here
Operational
Efficiency
Business
Process
Efficiency
Business Focus
Text Here
Skill Development by
LeaderIndividual Development
Planning
30%
1
CEO & other
Senior Leader
replacement
Executive/ Sr. Leader Replacement
Plaining
40%
2
Text HereSuccession Plaining &
Management
35%
3
Text Here
SM Focus
Talent Mobility &
Upgrading
35%
4
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11. 09 Manage Ongoing Processes (1/2)
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Here we are assessing
the employees on the
basis of variety of factors
to determine their
readiness for succession
planning
Leadership Competencies Rating
N/A - Not Applicable, IE - Ineffective, SE
- Somewhat Effective, E - Effective, VE -
Very Effective, O - Outstanding
Business
Acumen
Dealingwith
Ambiguity
Decision
Quality
Developing
directReports
&Others
Drivefor
Results
Interpersonal
Savvy
Managerial
Courage
Managing
Vision&
Purpose
Managing&
Measuring
Work
Priority
Setting
Problem
Solving
Strategic
Agility
Name of the Individual
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
Tenaciously
Resourceful
Passionately
Aligned
Dynamically
Responsive
Derailers
Betrayalof
Trust
Defebsiveness
LackofEthics
&Values
Insensitiveto
Others
Performance
Problems
FailuretoStaff
Effectively
TextHere
TextHere
Name of the Individual
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

12. 10 Manage Ongoing Processes (2/2)
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Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning
Employee Information
Name: Current Job Title: • Text Here • Text Here
Date Of Meeting/Interaction: Individual/S Providing Feedback: • Text Here • Text Here
Cultural Capabilities – Provide Any Feedback On Behaviours Related to Our Cultural Capabilities
• Tenaciously Resourceful
• Dynamically Responsive
• Passionately Aligned
• Text Here
• Text Here
• Text Here
• Text Here
• 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
• Text Here
• Text Here
Describe Purpose For Rating/S Above, Be As Specific As Possible
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here
Functional Competencies
• Your Text Here
• Your Text Here
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here
• Text Here

13. 11
Roadblocks to
Succession &
Career Planning
10
20
30
40
50
60
70
80
90
0
20
40
60
80
100
Lack of a
Talent
Assessment
Database
Lack of Top
Management
Support
Text Here Text Here Text Here Text Here Text Here Text Here Text Here
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14. 12
Overcome Roadblocks
in Succession & Career
Planning
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This slide shows the
action plan that
needs to be followed
in order to overcome
succession planning
roadblocks
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
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

15. 13
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
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
In order to train and
develop the
employees for future
positions, we have
specified a plan
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16. 14
Key Development
Practices
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List down the talent and
development initiatives
for succession planning
along with the
development practices
that needs to be
undertaken
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
Text Here Text Here
Text Here Text Here
Text Here Text Here
Text Here Text Here
Least–MostMeaningful

17. 15
Evaluate, Monitor &
Observe Succession
Planning
Continuously
evaluate and monitor
succession planning
process with the help
of table mentioned
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
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Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here

18. 16
Succession Planning
Backup Summary –
Simple Format
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This table covers key
positions for
succession along with
name of candidates
and their relevant
positions
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

19. 17
Succession Planning
Backup Summary –
Detailed Format
List down the
employee strengths
and training and
development needs
for future job
positions
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Name: Title:
Overall Performance Summary: Recommended Next Position:
Indicate Recent Performance Details Highlight The Details Of Next Assignment
Key Strengths: Text Here:
Indicate Key Technical Competencies Highlight The Details Of Your Content
Development Needs: Text Here:
Indicate The Requirements For The Next Level Highlight The Details Of Your Content
Development Actions: Potential For Promotion:
• On The Job Indicate The Employee Readiness Level
Action Plan For Employee This Year • Ready Now For The Next Level
• Special Assignment: • Ready Now For The Next Level
Assignments To Be Given This Year • Ready Now For The Next Level
• Training
• Text Here
Training Recommended For Development

20. 18 Career Planning Evacuation Icons Slide

21. 19
Additional
Slides

22. Our Mission20
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Vision
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Mission
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Goal

23. About Us21
Target Audiences
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capture your audience's attention.
Premium Service
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Value Clients
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24. Our Team22
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Designation
Name Here
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Designation
Name Here

25. Our Goal
Text Here
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Text Here
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23

26. Quotes
“The value of an
IDEA LIES IN the
using of it.”
~ Thomas Edison
24

27. 25
Pie Chart Product
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Product
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Product
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28. Thank You26
Address
# street number, city, state
Email Address
emailaddress123@gmail.com
Contact Numbers
0123456789