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1. Talent Pool
Management
Your Company Name

2. 2
Content
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
Succession and
Career Planning Overview
Employee Competency
and Assessment Grid
Succession Plan
Sample Flowchart
Succession Planning
Modelling Chart
Key Succession &
Career Planning Metrics
Identify the
Critical Position
Development of
Succession and Career Plan

3. Succession and Career Planning Overview
3
Evaluate , Monitor and Observe
Succession Planning
Training &
Development
Identify Critical
Positions
Manage Ongoing Processes
and Action Plan
Employee Competency and
Assessment Grid
Development of Succession
and Career Plan
Key Succession Planning
Metrics
Succession
Planning is an
Ongoing Process
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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. Employee Competency and Assessment Grid
6
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
High
LeadershipPotential
Performance HighLow
Succession
Planning
Candidate
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
Rich kemp 1-2 years
Min lee 2 years
VP Sale
VP Service
VP Marketing
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. 9
Key Succession & Career Planning Metrics
Whether the employee
seems excited about his or
her current position, or
ready for a career move?
Risk of Loss
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needs and capture your
audience's attention.
Key Succession
Planning Metric
Does the employee have
the skills and experiences
needed to be successful in
his next role?
Readiness
What would be the
impact on the
organization when an
employee will leave?
Impact of Loss
Does the employee
demonstrate the ability and
qualities to take on additional
responsibilities and roles?
Potential
This slide includes
succession planning
standards to gauge
existing talent, track
succession planning
effectiveness and help
employees grow.

10. Predictive
Business-
Aligned
Effective
Effective
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
4. Talent
Mobility and Upgrading5.8%
3. Succession
Planning and Management
50.8%
2. Executive
/Sr.Leader Replacement
30.1%
1. Individual
Development Planning
25.2%
Development of succession and career plan
10
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 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 nei – 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
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 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
Here we are assessing
the employees on the
basis of variety of factors
to determine their
readiness for succession
planning.

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

14. 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
Overcoming Roadblocks in Succession and Career Planning
14
This slide shows the
action plan that needs
to be followed in order
to overcome
succession planning
roadblocks.

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

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
Key Development Practices
16
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
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Continuously evaluate
and monitor succession
planning process with
the help of table
mentioned.

18. Succession Planning Backup Summary- Detailed 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. Name: Title:
2. Special Assignment
Assignments to be Given this year
Overall Performance Summary
Indicate recent performance details
3. Training: (What Specific Training or Seminars are
Training recommended for development
Development Needs:
1. On the Job :
Action plan for employee this year
Recommended Next Position:
Highlight the details of next assignment
Key Strengths:
Indicate key technical competencies
Development Needs:
Indicate the requirements for the next level
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.
Succession Planning Backup Summary- Detailed Format
List down the employee
strengths and training
and development
needs for future job
positions.
19

20. 20
Coffee Break
11:00 am - 11:15 am
Let’s Take a Break

21. Post It
21
02
03
01
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22. Our Team
22
Name Here
Designation
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Name Here
Designation
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Name Here
Designation
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23. Comparison
23
VS
60% This slide is 100% editable. Adapt it
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Male
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Female

24. About Our Company
Professional
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Target Audiences
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Values Client
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24

25. Target
25
Text Here
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Text Here
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26. 26
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$231
Million
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$341
Million
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$529
Million
Financial

27. Puzzle
27
01
02
03
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28. Our Mission
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Vision
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Mission
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Goal
28

29. Lego
29
04
03
02
01
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30. Magnify Glass
30
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10%
20%
30%
40%

31. 31
Thanks For Watching
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Contact Numbers:
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