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1. 1
Succession
Management
Your Company Name

2. Content
Succession and
Career Planning Overview
Employee Competency
and Assessment Grid
Succession Plan
Sample Flowchart
Succession Planning
Modelling Chart
Key Succession &
Career Planning Metrics
Development of
Succession and Career Plan
Identify the
Critical Position
Manage
Ongoing Process
Overcoming Roadblocks in
Succession and Career Planning
Performance
Improvement Plan
Key Development
Practices
Evaluate, Monitor and
Observe Succession Planning
Succession Planning
Backup Summary
Roadblocks to
Succession and Career Planning
2

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

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
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Business- Critical
Position 2
Ready now 1-2 years > 2 years (year estimated)
Head of Operations
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Business- Critical
Position 3
Ready now 1-2 years > 2 years (year estimated)
Head of R&D
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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 3 2 2 10
Job B 4 4 4 3 15
Job C 4 5 4 3 16
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

6. High
High
LOW
High
Growth
Limited
High
Performance
/High Potential
Enhance
Current Role
Bad Hire/Replace/
Counseling
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Current Role
Must Be
Enhanced
Low
Performance/
Low Potential
LeadershipPotential
Performance
Employee Competency and Assessment Grid
6
This model helps to easily
identify individual’s
performance and
potential for the specific
position in the coming
future.
Succession
Planning
Candidate

7. Succession Plan Sample Flowchart
7
CEO
VP Sale VP Service VP Marketing
Name Readiness
Rich kemp 1-2 years
Min lee 2 years
Name Readiness
Jene Smith Ready now
Text Here Text here
Name Readiness
Min Lee 3Years
Text Here Text here
Name Readiness
Chairs Brown 1 Years
Text Here Text here
This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position.

8. Succession Planning Modelling Chart
8
Succession
Planning Elements
Succession
Planning Objective
Succession
Planning Tools
Build a leadership pipeline Ensure organizational leadership sustainability
• Leadership competency development plan
• Leadership talent pool development
• Text here
Develop critical function successors
Mitigate impact of attention and employee mobility on
the utility’s critical functions
• Recent retiree consulting
• Monitoring
• Text here
Staff Development Develop layers to perform organizational functions
• Staff development plans
• Cross-training and work rotation
• Your text here
Add succession planning element here Add succession planning objective here
• Update and modify compensation and classification
system
• Career path planning
Add succession planning element here Add succession planning objective here
• Update and maintain key organization knowledge
resource
• Documents and codify key processes and functions
• Expert interview
• Your text here
We have specified here
various planning
elements, objectives
and necessary planning
tools that are required
for succession planning
implementation.

9. This Does the employee demonstrate the ability and
qualities to take on additional responsibilities and roles?
Potential
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needs and capture your audience's attention.
Key Succession Planning Metric
What would be the impact on the organization
when an employee will leave?
Impact of Loss
Whether the employee seems excited about his or her
current position, or ready for a career move?
Risk of Loss
Does the employee have the skills and experiences
needed to be successful in his next role?
Readiness
9
KeySuccession&Career
PlanningMetrics

10. SM
Focus
Text Here
Healthy
Leadership and
key individual
contributor bench
Text Here
Text Here
Business
Focus
Text Here
Competitive parity
and business
growth
Business
process
effectiveness
Skill
development
by leader
5.8%
50.8%
30.1%
25.2%
4. Talent
Mobility and Upgrading
3. Succession
Planning and Management
Business-
Aligned
2. Executive
/Sr.Leader Replacement
Effective
1. Individual
Development Planning
Effective
Development of Succession and Career Plan
In order to develop a
successful succession
& career plan indicate
the step wise planning
required along with the
business & succession
management focus.
Predictive
10

11. Manage Ongoing Process 1/2
11
Leadership Competencies Rating:
N/A – not applicable IE – Ineffective SE – Somewhat Effective E – Effective
VE – Very Effective O - Outstanding
Name of
individual 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
John Smith
VE E E O O O SE IE SE SE O O
Text Here
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 ne– not enough information
Name of
Individual
Tenaciously
resourceful
Passionately
aligned
Dynamically
responsive
Derailers:
Betrayal
oftrust
Defensiveness
Lackofethics
&values
Failuretostaff
effectively
Insensitiveto
others
Performance
problems
Megan Markle E VE O NS DP NP O NP O
Text Here
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
Employee Information
Name: Current Job Title:
Date of Meeting/Interaction: Individual/s Providing Feedback:
Cultural Capabilities – Provide Any Feedback On Behaviors Related to Our Cultural Capabilities
Tenaciously Resourceful
Dynamically Responsive
Passionately Aligned
Cultural Capability
Leadership Competencies: Ratings: (N/A – Not Applicable, IE – Ineffective, SE – Somewhat Effective, E – Effective, VE –
Very Effective, O – Outstanding)
Business Acumen: Dealing with Ambiguity: Decision Quality: (SE)
Developing Direct Reports and Others: (E) Drive for Results: (O) Interpersonal Savvy: (VE)
Managerial Courage: (E) Managing Vision and Purpose: (O) Managing and Measuring Work: (VE)
Describe Purpose For Rating/S Above, Be As Specific As Possible:
Text Here
Functional Competencies:
Text Here Text Here Text Here
12
Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning.

13. Roadblocks to Succession and Career Planning
40 40 45 50 55 60 65
Lack of a
Talent
Assessment
Database
Text
Here
Text
Here
Text
Here
Lack of Top
Management
Support
Text
Here
Organization
Don’t Encourage
the Sharing of
Resources
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This slide specify the
obstacles in the
pathway of succession
planning, in percentage.
13

14. Overcoming Roadblocks in Succession and Career Planning
Prioritize
Goals/
Solutions
Action Items
Which barrier
will prevent
your success?
What can you
do to reduce
this barrie?
What are your start
and 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
14
This slide shows the
action plan that needs
to be followed in order
to overcome
succession planning
roadblocks.

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
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
Performance Improvement Plan In order to train and
develop the employees
for future positions, we
have specified a plan.
15

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 to Senior Executives Education
External Coaching Coaching
Global Job Rotations Experiential Learning
Exposure to Strategic Agenda Education
Mentoring Coaching
Text Here Education
Text Here Education
Text Here Experiential Learning
Text Here Education
LeastMeaningfulMostMeaningful
List down the talent and
development initiatives for
succession planning along
with the development
practices that needs to be
undertaken.

17. Evaluate, Monitor and Observe Succession Planning
17
Succession
Planning
Task
Status Start date Quarter 1 Quarter 2 Quarter 3 Quarter 4
Task 1 Ongoing DD-MM-YY Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Finished DD-MM-YY
Task 5 Ongoing DD-MM-YY
Task 6 Text Here DD-MM-YY
Task 7 Text Here DD-MM-YY
Task 8 Text Here DD-MM-YY
Task 9 Text Here DD-MM-YY
Continuously
evaluate and monitor
succession planning
process with the help
of table mentioned.
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here

18. Succession Planning Backup Summary- Simple Format
18
Key Position
Title
Incumbent
Name
Position
Vulnerability
Succession Candidate
Names
Open in
< 1 yr
Open in
1–3 yrs
Open in
3 + yrs
Ready in
< 1 yr
Ready in
1–3 yrs
Ready in
3 + yrs
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
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
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:
2. Special Assignment
Assignments to be Given this year
Overall Performance Summary
Indicate recent performance details
Development Needs:
1. On the Job :
Action plan for employee this year
Key Strengths:
Indicate key technical competencies
Development Needs:
Indicate the requirements for the next level
3. Training: (What Specific Training or Seminars are
Training recommended for development
Recommended Next Position:
Highlight the details of next assignment
Potential for Promotion
Indicate the employee readiness level
Ready Now for the Next Level.
Ready in the Next 24 Months.
Ready in 2 to 3 Years.
List down the employee
strengths and training
and development needs
for future job positions.

20. 20
CoffeeBreak 11:00 am - 11:15 am

21. Post It
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21

22. Name Here
General manager
Name Here
General manager
Name Here
General manager
22
Meet Our
Team
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23. Comparison
Vs.
75.34 user
60.23 user
20.12 user
60.23 user
20.12 user
75.34 user
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24. 24
AboutOurCompany
Professional
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Target Audiences
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Values Client
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25. 25
Financial
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35%
48% 50%

26. Target
26
Text Here
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27. Puzzle
Text Here
27
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28. 28
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01
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05
Lego

29. Magnifying Glass
Magnifying
Glass
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30. 30
Thankyou
Address:
# street number, city, state
Contact Numbers:
0123456789
Email Address:
emailaddress123@gmail.com