Oracle Succession Planning provides talent managers and plan administrators with portals for quick access to succession plans and to launch relevant actions from a single page.
Talent managers can access the Succession Planning Portal using the Succession Planning responsibility. Plan administrators can access the Succession Planning Portal using the Succession Planning for Administrators responsibility.
The Succession Planning Portal presents information in the following three tabbed regions:
Plan administrators and talent managers can view analytics for succession plans using these reports:
Succession Plan Details for High Potential Workers: Use this report to plan and manage the succession planning process in your enterprise. Talent managers and plan administrators can use this report to track key high potential workers with and without succession plans. See: Succession Plan Details for High Potential Workers Report
Readiness and Risk Analysis of Successors for High Potential Workers: Use this report to view the risk associated with probable successors identified for key high potential workers. The risk may be either in terms of low readiness of the probable successors to assume higher responsibilities or inadequate number of successors identified. See: Readiness and Risk Analysis of Successors for High Potential Workers Report
Turnover Analysis of Key Talent: Use this report to analyze the turnover details of probable successors identified for key high potential workers. See: Turnover Analysis of Key Talent Report
Succession Plan Effectiveness: Use this report to evaluate the effectiveness of the succession planning and management process in your enterprise based on the number of plans filled by potential successors identified for such plans. See: Succession Plan Effectiveness Report
Using the Worker Plan Details tab, plan administrators and talent managers can:
View personal information, employment details, additional succession information.
View the talent profile of the selected worker.
View placement of a selected worker of in the various grids of the 9-Box matrix to compare potential with performance, retention with impact of loss, or retention with performance.
Launch succession planning tasks such as create and update succession plans.
Launch Performance Matrix (Potential) and Performance matrix (Retention) matrixes.
Create and maintain additional information for workers using the Worker Succession Management Information action.
View succession plan details of probable successors who have been identified for a selected worker.
View details of succession plans created for a selected worker.
See: Using the Worker Plan Details Tab
The Manage Plans tab helps plan administrators and talent managers to:
View recently reviewed succession plans.
View plans coming up for review.
Manage succession plans. Search for plans using the options:
Search by plan
Search by successor
See: Using the Manage Plans Tab
The Map Nine Box Values link is available in the Administration Tasks section of the Manage Plans tab.
Oracle Succession Planning matrixes do not directly use the succession planning lookup values. These matrixes display ratings on a scale of 1-3 using the nine box lookup values. To correctly represent workers' performance, potential, retention, and impact of loss ratings in the matrixes, you must map the succession planning lookup values to the nine box lookup values.
See: Mapping Succession Planning Lookup Values to Nine Box Values
If your enterprise has enabled the Talent Matrix feature, then talent managers and plan administrators can use this tab to view the Talent Matrix of workers' in a manager's hierarchy.
See: Viewing the Talent Matrix.
The Plan Permissions link is available in the Administration Tasks section of the Manage Plans tab.
Use the Plan Permissions link to define permissions for workers, jobs, and positions. Plan administrators can define additional details and permissions for a worker, job, or position. These permissions apply when successions plans are created for workers, jobs, or positions. Managers can define permissions for workers. If the administrator creates a plan for a job or position and assigns the plan to a manager, then the manager can only view the permissions but cannot update the permissions. If the administrator creates a plan for a worker and assigns that plan to a manager, then the manager can view and update permissions for the worker. See: Defining Additional Details and Permissions for Workers, Jobs, and Positions
Talent managers can access the Succession Planning Portal using the Succession Planning responsibility. Plan administrators can access the Succession Planning Portal using the Succession Planning for Administrators responsibility. The Succession Planning Portal provides the following tabs:
Analytics
Worker Plan Details
Manage Plans
For more information, see: Overview of the Succession Planning Portal
The following table lists the tasks that talent managers and administrators can perform using the Succession Planning portal:
| Task | Talent Managers | Administrators |
|---|---|---|
| View Workers in the Worker Plan Details tab | View workers in their supervisor hierarchy based on their security profile. | View workers based on their security profile. |
| Create Succession Plans | Create plans for workers. Create plan details for jobs or positions by identifying appropriate successors if plan administrators assign job or position plans to managers. |
Create plans for workers, jobs, or positions. |
| Update Succession Plans
Note: Specific rules apply when updating plans. See: Updating and Completing Succession Plans |
Update plans for workers. Update plans for jobs or positions if plan administrators assign job or position plans to managers. |
Update plans for workers, jobs, or positions. |
| Delete Succession Plans
Note: Specific rules apply when deleting plans. See: Updating and Completing Succession Plans |
Delete plans for workers. Delete plans for jobs or positions if plan administrators assign job or position plans to managers. |
Delete plans for workers, jobs, or positions. |
| Search Succession Plans | Search plans for workers. Search plans for jobs or positions if plan administrators assign job or position plans to managers. Based on the setup such plans will be displayed in the Recently Reviewed Plans or Plans to be Reviewed table on the Manage Plans tab. |
Search plans for workers, jobs, or positions. |
| Define Permissions | Define permissions for workers. Only view permissions for jobs or positions if plan administrators assign job or position plans to managers. For worker plans assigned by plan administrators, managers can view and update the permissions. |
Define permissions for workers, jobs, or positions. |
| View Permissions | View permissions for workers. View permissions for jobs or positions if plan administrators assign job or position plans to managers. For worker plans assigned by plan administrators, managers can view and update permissions. |
View permissions for workers, jobs, or positions. |
| Delete Permissions | Delete permissions for workers. Cannot delete permissions for jobs or positions even if plan administrators assign job or position plans to managers. |
Delete permissions for workers, jobs, or positions. |
| View Talent Matrix (If your enterprise has enabled the Talent Matrix feature) | View talent matrix of workers in a manager's hierarchy. | View talent matrix of workers in a manager's hierarchy. |
Using the Analytics tab in the Succession Planning Portal, talent managers and plan administrators can view the following reports:
Succession Plan Details for High Potential Workers: Use this report to plan and manage the succession planning process in your enterprise. Talent managers and plan administrators can use this report to track key high potential workers with and without succession plans. See: Succession Plan Details for High Potential Workers Report
Readiness and Risk Analysis of Successors for High Potential Workers: Use this report to view the risk associated with probable successors identified for key high potential workers. The risk may be either in terms of low readiness of the probable successors to assume higher responsibilities or inadequate number of successors identified. See: Readiness and Risk Analysis of Successors for High Potential Workers Report
Turnover Analysis of Key Talent: Use this report to analyze the turnover details of probable successors identified for key high potential workers. See: Turnover Analysis of Key Talent Report
Succession Plan Effectiveness: Use this report to evaluate the effectiveness of the succession planning and management process in your enterprise based on the number of plans filled by potential successors identified for such plans. See: Succession Plan Effectiveness Report
This topic explains how talent managers and plan administrators can use the Worker Plan Details tab in the Succession Planning Portal, when they navigate to this tab using the Succession Planning or Succession Planning Administrator responsibility.
When a plan administrator or manager logs in and navigates to the Worker Plan Details tab, the application displays details of the person who has logged in. When the plan administrator or manager searches for a worker or clicks the name of a worker in the left pane, the application displays the selected worker's details.
Talent managers can view a list of workers in their supervisor hierarchy.
Administrators can view a list of workers that they can access based on their security profile.
Administrators can directly search for any worker within their security profile using the Name field and drill down to a specific worker to view their details.
You cannot search for terminated workers as the Talent Profile search does not support the display of terminated workers. To search for terminated workers for whom succession plans are available, use the Manage Plans tab. The ability to view terminated workers and their probable successors, depends on how your enterprise defines the SP: Show Terminated Worker Details profile option. See: Profile Options in Oracle Succession Planning
Plan administrators or talent managers can select a worker in the left pane to perform the following tasks:
The employment details are read-only. The employment details include the organization that the selected worker belongs to, job and position of the worker, supervisor, and location of the worker.
The succession management details that you view for the selected worker are retrieved from the Extra Person Information window in Oracle HRMS or the Employee Succession Management Information page.
You can view the following information:
Whether the worker is a key worker
Leadership or succession potential that indicates how soon the worker can move on to a higher role
Performance or appraisal rating of the worker
What is the likelihood of the worker continuing to work with the organization
Impact of the worker leaving the enterprise
The contact details that you view are read-only and include information such as the e-mail id of the worker, work, home and mobile phone numbers, and the primary address.
You can select the following actions:
Select this action and click Go to view the Performance Matrix page that shows the Performance vs. Potential matrix of all the direct reports in a manager's hierarchy. See: Using Performance Matrix (Retention)
Select this action and click Go to view the Performance Matrix page that shows the Performance vs. Retention matrix of all the direct reports in a manager's hierarchy. See: Using Performance Matrix (Retention)
Select this action to display the Succession Plans: Overview page. You can search for existing plans or create plans. See: Using the Succession Plans: Overview page.
Select this link to create or update details related to the worker's succession plan. In the Employee Succession Planning Information page, which displays the Employee Succession Planning Information EIT fields, you can add or update the following details for the selected worker:
Whether the worker is key worker
Succession potential value
Performance or appraisal rating value
Retention potential value
Impact of loss value
Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
For the selected worker, you can compare the worker's:
Potential with Performance: This matrix provides information on the performance and leadership potential of a worker. You can view the Performance rating on the horizontal x-axis on a scale of 1 to 3 and the Potential rating on the vertical y-axis on a scale of 1 to 3.
Compare Retention with Impact of Loss: This matrix provides information on the risk of loss and the effect of the worker leaving the enterprise. You can the view Retention rating on the horizontal x-axis on a scale of 1 to 3 and the Impact of Loss rating on the vertical y-axis on a scale of 1 to 3.
Retention with Performance: Provides information on a worker's performance and risk of loss. You can view the Performance rating on the horizontal x-axis on a scale of 1 to 3 and the Retention rating on the vertical y-axis on a scale of 1 to 3.
These matrixes derive values from the following products:
Performance Value
If your enterprise uses Oracle Performance Management, then the application derives the Performance value from the Overrall Rating field on the Give Final Ratings: Main Appraiser page of the Appraisals function. Otherwise, the Performance value is derived from the Performance window in Oracle HRMS.
Potential Value
If your enterprise uses Oracle Performance Management, then the application derives the Potential value from the Readiness Level field in the Advancement Potential region on the Give Final Ratings: Main Appraiser page of the Appraisals function. Otherwise, the Potential value is derived from the Succession Potential field in the Employee Succession Planning Information page or Extra Person Information window.
Retention Value
If your enterprise uses Oracle Performance Management, then the application derives the Retention value from the Retention Level field in the Advancement Potential region on the Give Final Ratings: Main Appraiser page of the Appraisals function. Otherwise, the Retention value is derived from the Retention Potential field in the Employee Succession Planning Information page or Extra Person Information window.
Impact of Loss
The Impact of Loss value is derived from the Impact of Loss field in the Employee Succession Planning Information page or Extra Person Information window.
Important: Rating scales on the matrixes are configurable and depend on the ratings scales defined by the enterprise.
For example, your enterprise can define the following rating scales:
Performance
1: Needs: Indicates that the performance is significantly below the required level.
2: Meets: Indicates that the performance is good and in-line with job requirements.
3: Exceeds: Indicates that the worker has exceeded the required level of performance.
Potential
1: Limited: Indicates that the worker shows little or no potential to move to the next work level.
2: Growth: Indicates that the worker shows potential to advance to the next or higher work level.
3: High: Indicates that the worker has requisite skills and expertise and exhibits leadership qualities.
Retention
1: Low: Indicates that the risk of losing the worker is high.
2: Medium: Indicates that the risk of losing the worker is moderate.
3: High: Indicates that the risk of losing the worker is minimal.
Impact of Loss
1: Low: Indicates that the effect of the worker leaving the enterprise is low.
2: Medium: Indicates that the effect of the worker leaving the enterprise is moderate.
3: High: Indicates that the effect of the worker leaving the enterprise is high.
For the selected worker, you can view the following talent profile information:
Note: The Talent Profile region that is available in the Worker Plan Details tab region is different from the Talent Profile functionality available with Oracle Succession Planning.
The Competencies region displays the current competencies of the selected worker. You can view the level and status of the competencies.
For information on competencies, see: Competency Profile, Oracle SSHR Deploy Self-Service Capability Guide
The Appraisals region displays the appraisal information using a bar graph. The bar graph is a column chart where the x-axis shows the appraisal period end date and the y-axis shows the appraisal rating of the worker and the total rating value. You can easily distinguish the rating of the worker and the total rating value as the bar graph uses different color codes. Talent Profile displays information only from appraisals that are given an overall rating, regardless of whether the appraisals are created using the Appraisals function or appraisals are created as part of performance management plans. The bar graph displays information for five appraisals.
Note: Talent Profile does not display information from self appraisals.
For more information on appraisals, see: The Appraisal Process, Oracle Performance Management Implementation and User Guide
The Qualifications region displays the education qualifications information such as qualification type, title, and status.
For more information, see: Education and Qualifications, Oracle SSHR Deploy Self-Service Capability Guide
This region displays the training information of the selected worker. Details include the course name, course delivery method, enrollment status, and enrollment dates. You can use the Filter values to view all, completed, or upcoming training.
For more information, see: The Learner Home, Oracle Learning Management User Guide
The Job History region displays the details of previous jobs of the selected worker in the same enterprise. You can use this information to analyze what the worker has gained from each role in terms of experience, skills, and professional development. When creating succession plans you can use the job history details to evaluate the work experience summary of the worker.
This region displays the work history in previous organizations. You can view previous employment details such as the previous employer, previous employment period, and employer location. The previous employment details provide valuable inputs such as the employers that the worker has worked with. You also get an idea of the worker's experience in each industry if the worker was employed in various industries. You can evaluate how the previous roles are useful for career management and succession plans for the worker.
In addition to the default Talent Profile regions, your enterprise can configure and display regions specific to your enterprise requirements, such as Career Goals.
You can view the following information about probable successors identified for the selected worker:
Succession plan created for the worker.
Status of the plan, whether the plan is at the Active, Draft, Inactive, or Completed status.
Name of the probable successor identified for the selected worker. The application displays an icon for a successor, who is terminated. The ability to view succession plans of terminated workers depends on the setting of the SP: Show Terminated Worker Details profile option in your enterprise. If you can view the probable successor who is terminated, then you can update the plan to select other probable successors.
Succession status of the selected worker for the plan. The application displays the Active, Inactive, or Placed status depending on the succession status of the worker.
Worker's placement in the Performance vs. Potential 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Performance vs. Retention 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Retention vs. Impact of Loss grid. The placement is based on values selected for the worker in the succession plan.
Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
How ready the probable successor is to assume responsibility for the next identified role.
Whether the worker is eligible for promotion.
Ranking of the selected worker when compared to other probable successors for the same plan.
Additional succession plan details. Click the Succession Details icon to navigate to the Succession Details page to provide information, such as the earliest and the latest succession date. Indicate whether the worker is eligible for promotion.
Assignment changes from the time the probable successor is nominated to the plan till the system date so that plan administrator gets a complete view of all the assignment changes. The assignment changes are tracked for different dates. Note that even if the successor belongs to multiple plans, assignment changes remain the same across plans. When you click the Assignment Changes icon, a pop-up window appears that shows assignment changes such as changes to the employment category, assignment category, supervisor, location, grade step, grade or department. For example, a worker is nominated to a succession plan on 01-Jan-2011. On 01-Feb-2011, there are changes to the organization, job, position, grade and location. Later, on 01-May-2011, there are changes to the organization, assignment category and employee category. The Assignment Changes pop-up displays changes on the dates 01-Feb-2011 and 01-May-2011. You can click the date links, view the old value and new value for the respective parameters.
Existing attachments available with the plan. You can add attachments, if required to provide further information on the succession plan.
If the Update icon is enabled, navigate to the Update Succession Plan page to change plan details. The ability to update or delete plans depends on the plan status and plan approval status, if your enterprise has setup approvals. For more information, see: Updating and Completing Succession Plans
If the Delete icon is enabled, you can delete the successor. The ability to delete a successor depends on the plan status and successor's status. For more information, see: Updating and Completing Succession Plans
You can view the following information about succession plans available for the selected worker:
Succession plan created for the worker.
Status of the plan, whether the plan is at the Active, Draft, Inactive, or Completed status.
Name of the worker or the role for which the selected worker is identified as a probable successor.
Whether the succession plan is for a worker, job, or position .
Worker's placement in the Performance vs. Potential 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Performance vs. Retention 9-Box grid. The placement is based on values selected for the worker in the succession plan.
Worker's placement in the Retention vs. Impact of Loss grid. The placement is based on values selected for the worker in the succession plan.
Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce.
Succession status of the selected worker for the plan. The Active, Inactive, or Placed values are displayed depending on the succession status of the worker.
How ready the probable successor is to assume responsibility for the next identified role.
Is the worker eligible for promotion.
Ranking of the selected worker when compared to the other probable successors for the same plan.
Additional succession plan details. Click the Succession Details icon to navigate to the Succession Details page to provide information, such as the earliest and the latest succession date. Select whether the worker is eligible for promotion.
Assignment changes from the time the probable successor is nominated to the plan till the system date so that plan administrator gets a complete view of all the assignment changes. The assignment changes are tracked for different dates. Note that even if the successor belongs to multiple plans, assignment changes remain the same across plans. When you click the Assignment Changes icon, a pop-up window appears that shows assignment changes such as changes to the employment category, assignment category, supervisor, location, grade step, grade or department. For example, a worker is nominated to a succession plan on 01-Jan-2011. On 01-Feb-2011, there are changes to the organization, job, position, grade and location. Later, on 01-May-2011, there are changes to the organization, assignment category and employee category. The Assignment Changes pop-up displays changes on the dates 01-Feb-2011 and 01-May-2011. You can click the date links, view the old value and new value for the respective parameters.
Existing attachments available with the plan. You can add attachments, if required to provide further information on the succession plan.
If the Update icon is enabled, navigate to the Update Succession Plan page to change plan details. The ability to update or delete plans depends on the plan status and plan approval status, if your enterprise has setup approvals. For more information, see: Updating and Completing Succession Plans
If the Delete icon is enabled, you can delete the successor. The ability to delete a successor depends on the plan status and successor's status. For more information, see: Updating and Completing Succession Plans
This topic explains how talent managers and plan administrators can use the Manage Plans tab in the Succession Planning Portal, when they navigate to this tab using the Succession Planning or Succession Planning Administrator responsibility.
On this tab, plan administrators or talent managers can:
View recently reviewed plans
View plans coming up for review
Search for plans using options such as search by plan or search by successor
Use the Map Nine Box Values link to map succession planning lookup values to the nine box values. Oracle Succession Planning matrixes do not directly use the succession planning lookup values. These matrixes display ratings on a scale of 1-3 using the nine box lookup values. To correctly represent workers' performance, potential, retention, and impact of loss ratings in the matrixes, you must map the succession planning lookup values to the nine box lookup values.
See: Mapping Succession Planning Lookup Values to Nine Box Values
Use the Plan Permissions link to define permissions for workers, jobs, and positions. Plan administrators can define additional details and permissions for a worker, job, or position. These permissions apply when successions plans are created for workers, jobs, or positions. Managers can define permissions for workers. If the administrator creates a plan for a job or position and assigns the plan to a manager, then the manager can only view the permissions but cannot update the permissions. If the administrator creates a plan for a worker and assigns that plan to a manager, then the manager can view and update permissions for the worker. See: Defining Additional Details and Permissions for Workers, Jobs, and Positions
The plans that you view in this table depend on the preference set by the plan administrator in the Succession Planning Preferences page. Plan administrators can set a preference to enable the application to display plans reviewed in the last specific number of days. For example, if the plan administrator sets the preference to display plans reviewed in the last 30 days, then the plans reviewed in the last 30 days from the system date will be displayed in the table.
The following columns are available:
Plan Details: Name of the succession plan with details of the plan such as whether the plan is for a job, position, or worker with the name of the role or worker.
Last Updated Date: Date the succession plan was last updated.
Plan Status: Status of the plan, whether the plan is at the Active, Draft, Inactive, or Completed status.
View: Click the View icon to navigate to the Succession Plans: Review page and review the succession plan details.
Update: If the Update icon is enabled, you can update the plan. For more information, see: Updating and Completing Succession Plans
The plans that you view in this table depend on the preference set by the plan administrator in the Succession Planning Preferences page. Plan administrators can set a preference to enable the application to display plans that will come up for review in the next specific number of days. For example, if the plan administrator sets the preference to display plans that will come up for review in the next 30 days, then this table displays plans that will come up for review in the next 30 days from the system date.
The following columns are available:
Plan Details: Name of the succession plan with details of the plan such as whether the plan is for a job, position or worker with the name of the role or worker.
Last Updated Date: Date the succession plan was last updated.
Next Review Date: Date defaults from the created or updated plan.
Plan Status: Status of the plan, whether the plan is at the Active, Draft, Inactive, or Completed status.
View: Click the View icon to navigate to the Succession Plans: Review page and review the succession plan details.
Update: If the Update icon is enabled, then you can update the plan. For more information, see: Updating and Completing Succession Plans
Plan administrators or talent managers can search for plans using the following options:
Search by a plan
Search by a successor
The ability to search for terminated workers to view probable successors identified for terminated workers depends on the setting of the SP: Show Terminated Worker Details profile option. See: Profile Options in Oracle Succession Planning
Talent managers can search for succession plans for workers in their hierarchy. They can search for job and position plans if such plans are assigned to them by plan administrators. Plan administrators can search for succession plans for workers, jobs, and positions based on their access to workers in their security profile. Plan start or end dates are available as the search criteria. Search for a specific plan using a plan name or plan owner. The security profile defines the list of search values that appear in the Organization, Business Group, Job, or Position fields.
The search results table displays the following information based on the search option that you select.
You can view the following columns in the search results table when you select the Search by Plan option:
Name: Displays the plan name. When you click the plan node, you can view whether the plan is for a job, position, or worker, and based on which the job, position, or worker name is visible. Expand each plan to view names of the successors in the plan.
Plan Status: Displays the plan status for the plan. When you click the plan node, you can view successors identified for a plan and their status.
Approval Status: Indicates the plan status, such as, Approved, Pending Approval, or Rejected.
Readiness Percent: Indicates how ready a successor is to move to the next higher role. This is the readiness percent of the successor for the specific plan.
Rank: Displays ranking of the successor for the plan.
Organization: Organization that the successor belongs to.
Business Group: Business group that the successor belongs to.
Talent Profile: Click the icon to view the talent profile of the probable successor. This icon is not enabled for applicants who are identified as probable successors.
Note: A manager who is the plan owner of a succession plan can view only the names of the probable successors for the plan, if the successors are outside the security profile of the manager. The Talent Profile icon for such successors who are outside the security profile of the manager is grayed out. This ensures that the manager is not able to view salary or other sensitive information of workers who are outside their security profile.
View: Click the View icon to navigate to the Succession Plans: Review page and review the succession plan details.
Update: Update the plan, if the Update icon is enabled. See: Updating and Completing Succession Plans
Delete: Delete the plan, if the Delete icon is enabled. See: Updating and Completing Succession Plans
Search for a plan using the search criteria of a probable successor. This search option provides the ability to search for succession plans where readiness percent is between or is equal to a specified range or value. Search for a successor at any one of the statuses: Active, Inactive, or Placed.
You can view the following columns in the search results table when you select the Search by Plan option:
Name: Succession plan name. You can view whether the plan is for a job, position, or worker, based on which the name of the role or worker is displayed.
Successor: Name of the successor.
Successor Status: Succession status of the selected worker for the succession plan, such as, Active, Placed, or Inactive.
Approval Status: Indicates the plan status, such as, Approved, Pending Approval, or Rejected.
Succession potential
Performance Rating: If your enterprise uses Oracle Performance Management, then this column reflects the successor's latest appraisal rating.
Risk of loss: Indicates the likelihood of the successor leaving the enterprise
Impact of Loss: Indicates the effect of the successor leaving the enterprise
Readiness Percent: Indicates how ready the successor is to move to the next higher role. This is the readiness percent of the successor for the specific plan.
Rank: Displays ranking of the successor for the plan.
Talent Profile: Talent Profile: Click the icon to view the talent profile of the probable successor
Comments: View any feedback or observation related to the succession plan or the successor
Update: Update the plan, if the Update icon is enabled. See: Updating and Completing Succession Plans
Delete: Delete the plan, if the Delete icon is enabled. See: Updating and Completing Succession Plans
Plan administrators can create succession plans for jobs, positions, and workers. Managers can create succession plans for workers. When plan administrators or talent managers review plans, they can update the plans. If either the administrator or the initial manager who creates the plan adds successors to a plan and then changes the plan owner to a new manager, the new plan owner can control and manage the plan. The new plan owner can also delete successors added by the plan administrator or earlier plan owner.
To create succession plans, see: Creating Succession Plans
If your enterprise has enabled the Talent Matrix feature, then talent managers and plan administrators can navigate to the Talent Matrix Tab in the Succession Planning Portal using the Succession Planning or Succession Planning Administrator responsibility.
Use this tab to view the Talent Matrix of workers' in a manager's hierarchy. See: Viewing the Talent Matrix.
This topic describes how to use the Succession Plans: Overview page.
From this page, you can:
Search for plans for a job, position, or worker.
Create, update, and delete succession plans.
Plan administrators or talent managers can search for plans using the following options:
Search by a plan
Search by a successor
The ability to view terminated workers and their probable successors, depends on how your enterprise defines the SP: Show Terminated Worker Details profile option. See: Profile Options in Oracle Succession Planning
You can search for plans using the following criteria:
Succession plan for a job, position, or worker. Managers can search for succession plans for workers in their hierarchy. They can search for job and position plans that are assigned to them by plan administrators. Plan administrators can search for succession plans for workers, jobs, and positions in their security profile.
Succession plan name
Start date or end date of the succession plan
Plan name
Plan owner
Plan status, such as, Active, Completed, Draft, or Inactive
Business group or organization. The values that are available in these fields depend on the security profile of the user.
You can search for a plan using the search criteria of a probable successor. This search provides the ability to search for succession plans where readiness percent is between or is equal to a specified range or value. You can search for a successor at any one of the statuses: Active, Inactive, and Placed.
The search results table displays the following information based on the search option selected.
You can view the following columns in the search results table when you select the Search by Plan option:
Name: Displays the plan name. When you click the plan node, you can view whether the plan is for a job, position, or worker, and based on which the job, position, or worker name can be seen. You can expand each plan to view names of the successors in the plan.
Plan Status: Displays the plan status for the plan. When you click the plan node, you can view successors identified for a plan and their status.
Approval Status: Indicates the plan status, such as, Approved, Pending Approval, or Rejected.
Readiness Percent: Indicates how ready the successor is to move on to the next higher role. This is the readiness percent of the successor for the specific plan.
Rank: Displays ranking of the successor for the plan.
Organization: Organization that the successor belongs to.
Business Group: Business group that the successor belongs to.
Talent Profile: Click the icon to view the talent profile of the probable successor. The Talent Profile icon is not enabled for applicants who are identified as probable successors.
View: Click the View icon to navigate to the Succession Plans: Review page and review the succession plan details
Update: Update the plan, if the Update icon is enabled. See: Updating and Completing Succession Plans
Delete: Delete the plan, if the Delete icon is enabled. See: Updating and Completing Succession Plans
You can view the following columns in the search results table when you select the Search by Plan option:
Name: Succession plan name. You can view whether the plan is for a job, position, or worker, based on which the name of the role or worker is displayed.
Successor: Name of the successor.
Successor Status: Succession status of the selected worker for the succession plan, such as, Active, Placed, or Inactive.
Approval Status: Indicates the plan status, such as, Approved, Pending Approval, or Rejected.
Succession potential: Indicates the successor's ability to move to the next role.
Performance Rating: If your enterprise uses Oracle Performance Management, then this column reflects the successor's latest appraisal rating.
Risk of loss: Indicates the likelihood of the successor leaving the enterprise
Impact of Loss: Indicates the effect of the successor leaving the enterprise
Readiness Percent: Indicates how ready the successor is to move on to the next higher role. This is the readiness percent of the successor for the specific plan.
Rank: Displays ranking of the successor for the plan.
Talent Profile: Talent Profile: Click the icon to view the talent profile of the probable successor
Comments: View any feedback or observation related to the succession plan or the successor
Update: Update the plan, if the Update icon is enabled. See: Updating and Completing Succession Plans
Delete: Delete the plan, if the Delete icon is enabled. See: Updating and Completing Succession Plans
To create succession plans, see: Creating Succession Plans
This topic explains how to create succession plans.
Follow these steps to create a succession plan:
Select the worker, job, or position to create a succession plan. Managers can create succession plans for workers only using the Succession Planning responsibility. Managers can create succession plans for jobs or positions if plan administrators assign job or position plans to them. Plan administrators can select a worker, job, or position to create a succession plan.
Note: The ability to create succession plans to identify probable successors for terminated workers depends on how your enterprise configures the SP: Show Terminated Worker Details profile option. If the profile option is set to Yes, then HR Professionals and managers can create succession plans to identify probable successors for terminated workers. You can identify probable successors for the terminated worker only if the termination date is later than the system date or equal to the system date. You cannot create succession plans for terminated workers if the termination date is earlier than the system date. For example, the system date is June 30, 2011 and the termination date of a worker is June 15, 2011. In this scenario, you cannot create a succession plan for the terminated worker.
Select the name of the worker, job, or position based on the value selected in the Plan for field.
Enter the start and end dates for the period which the plan is applicable. The current date is the start date.
Select the plan owner. Plan administrators can create a plan and select a manager as the plan owner to assign the plan to the manager.
Accept the default status of the plan, which is Draft. When you create a plan, the default value is always Draft. Enter the plan name and description.
Specify the date when the succession plan must be reviewed.
The Plan Permissions region appears depending on the permissions set for the worker, job, or position that you select. See: Defining Additional Details and Permissions for Workers, Jobs, and Positions
If the Plan Permissions region is visible, then you can view the following information:
The maximum number of plans that can be created for a worker, job, or position.
The maximum number of probable successors that can be selected.
Whether contingent workers and applicants can be selected as probable successors.
Whether managers can add any worker as a probable successor. If the Add Specific Successors permission is set to Yes, then the Add Successors button is visible.
You can add supporting documents as plan attachments.
When creating a succession plan, you can use the following features to find suitable successors:
You can search for successors by clicking the Show Suitable Successors button. This feature uses the Competency based search to search for suitable successors.
Note: When you select multiple successors on the Find suitable successors for Worker: Suitable People page and click the Select as Successors button, the Rank field on the Create Succession Plan page displays a value for each of the successors. This ranking is random and is not based on workers' competencies. You can rank the successors as required. See the Creating a Succession Plan section
See: Suitability Matching
The Add Successors button is visible only if the plan administrator sets the Add Specific Successors business permission to Yes for the selected worker, job, or position in the Defining Role and Worker Details page. Click the Add Successors button to select required workers as successors.
After you select probable successors using the Show Suitable Successors or Add Successors feature, enter the following information for the probable successors:
Select the successor's status. You can select Active, Inactive, or Placed status.
Enter a numeric value, for example 80, as the readiness percentage to indicate how ready the probable successor is to move to the identified role.
Specify when the worker is eligible to move to a new position.
Click the Succession Details icon to navigate to the Succession Details page. Enter the succession dates, such as the earliest date on which a worker can move to a new position. You can select whether the worker is eligible for a promotion. You can provide enterprise specific details for succession plans if the Additional Succession Details region is available.
Add your comments on the succession plan. An Add Attachment window appears when you move the mouse over the plus icon in the Comments column. You can add text, provide a URL to a relevant document, or attach a supporting document. You can also upload attachments using the Add Attachment page that appears when you click the plus icon in the Comments column.
Rank successors for the plan, if you identify more than one successor for a worker or role.
View the succession hierarchy, which is a visual representation of the successors identified for a worker. The application enables this icon only if a probable successor is identified for the selected worker. By default, the succession hierarchy is displayed downwards from the selected worker's level. See: The Succession Hierarchy
View the worker's talent profile. You can view the worker's talent information such as competencies, qualifications, learning certifications, appraisal ratings, and performance objectives. The Talent Profile feature captures and displays complete worker talent details on a single-interface. For more information on using Talent Profile, see: Using Talent Profile as Managers
Note: A manager who is the plan owner of a succession plan can view only the names of the probable successors for the plan, if the successors are outside the security profile of the manager. The Talent Profile icon for such successors who are outside the security profile of the manager is grayed out. This ensures that the manager is not able to view salary or other sensitive information of workers who are outside their security profile.
If your enterprise has set up additional information for job, position, and worker, then the following information appears automatically:
Key role and turnover rate for a role (job or position): The application retrieves information for the position or job from the Extra Position Information window or the Extra Job Information window in Oracle HRMS.
Key person, succession, and retention potential of a person: The application retrieves information for the worker from the Employee Succession Planning Information page in Oracle Succession Planning or the Extra Person Information window in Oracle HRMS.
Impact of loss of the worker: The application retrieves information for the worker from the Employee Succession Planning Information page in Oracle Succession Planning or the Extra Person Information window in Oracle HRMS.
If you change the additional information values when creating a plan, such changes do not impact the information that is already defined for the job, position, or worker in the Extra Job Information window, Extra Position Information window, Extra Person Information window or Employee Succession Planning Information page.
Note: Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce. If your enterprise has implemented and configured the steps to use the default templates, then you can view the talent matrixes. Otherwise, the application provides an option to download PDF reports of the talent matrixes instead of displaying them.
Select the probable successors to assess the performance and potential of the successors.
Performance Matrix is divided into nine boxes. Each box represents the level or scale of performance and potential. The performance and potential rating scales that you view on the matrix are configurable and depend on the ratings scales that your enterprise defines.
Assess Performance:
Use the horizontal x-axis to assess the performance of workers. Performance is plotted on three scales.
Assess Potential:
Use the vertical y-axis to assess the future potential. Potential is plotted on three scales.
A combination of X and Y axes makes up the box within the grid that workers are placed.
Typically, workers in the top right box will be the high performers with the greatest potential, and those in the bottom left box will be the lowest performers with the least potential. The other boxes will display workers who are performing and displaying potential to varying degrees.
Select probable successors and use the Suitability Analyzer to view competencies of the successors.
Review details of the succession plans. Click Submit. If your enterprise has set up approvals for succession plans, then the application routes the succession plan for further approvals.
See: Updating and Completing Succession Plans
You update a succession plan to modify details such as succession dates or the readiness level. You can record your comments on the update. When updating a plan, click the Succession Details icon, to view the Audit Details region that provides the following information:
Plan creation date.
Person who initially created the succession plan
Person who last updated the succession plan
The date when the plan is last updated
Note: If your enterprise has set up approvals for succession plans, then for an approved or a completed plan, the application shows the final approver as the person who has created or last updated the plan.
If you change the additional information values when updating a plan, such changes do not impact the information that is already defined for the job, position, or worker in the Extra Job Information window, Extra Position Information window, Extra Person Information window or Employee Succession Planning Information page.
Note: A manager who is the plan owner of a succession plan can view only the names of the probable successors for the plan, if the successors are outside the security profile of the manager. The Talent Profile icon for such successors who are outside the security profile of the manager is grayed out. This ensures that the manager is not able to view salary or other sensitive information of workers who are outside their security profile.
When you update a plan, the application routes the updated plan for approval, if your enterprise has setup approvals.
After you create an initial version of the plan, you can update the plan and set the Plan Status to Completed. When you select the Completed plan status, the following fields appear:
Filled From Plan: You can select Yes or No to indicate whether a successor is selected from the list of probable successors identified in the plan. If you select Yes, then the Plan Filled by field displays workers who are part of the list of successors identified in the plan. If you select No, then the Plan Filled by field does not appear. Such a scenario may indicate that either the successor is selected from external recruitment or transferred to succeed the worker or role.
Plan Filled on: Enter the date on which you select a successor from the list of successors and indicate that the plan is complete. The current date appears by default in this field. You can modify the current date.
Plan Filled by: If you select Yes in the Filled from Plan field, then select the successor from the list of probable successors identified in the plan.
When you complete a plan, the application routes the changed plan for approval, if your enterprise has setup approvals.
The following predefined statuses are available:
A plan status indicates at what stage a succession plan is at.
Draft: When you create a succession plan, by default, the plan status is Draft. You can update a plan in draft status as often as necessary. You can also delete a draft plan.
Active: If approvals are set up in your enterprise, then when the plan is approved, the plan status becomes Active. If approvals are not used, then when you submit the plan, the status becomes Active. You cannot delete plans that are at the Active status.
Inactive: When you update a succession plan, you can set the plan status to Inactive to indicate that the plan is not in use. You can set the plan status to Inactive based on various business reasons. When you set the plan status to Inactive, the status of the successors in the plan does not change. After the plan status changes to Inactive, plan administrators or managers cannot select successors for inactive plans. Plans at the inactive status are not considered in the metrics calculation in analytical reports.
Completed: When you update a succession plan, you can select the Completed status to indicate that the plan is filled and a successor is identified. You cannot update or delete plans that are at the Completed status or change the status of completed plans to Active.
A successor status indicates the status of a probable successor in a specific plan, even if the worker belongs to multiple plans.
Active: When you create or update a succession plan, you can select the Active status to indicate that the worker is considered in the list of probable successors.
Inactive: When you create or update a succession plan, you can select the Inactive status for a probable successor to indicate that the worker is no longer considered as a probable successor. For example, if a probable successor is on long leave of absence or on a sabbatical, then you can select this status. You can evaluate and then change the successor status. Successors at the inactive status are not considered in the metrics calculation in analytical reports.
Placed: When you create or update a succession plan, you can select the Placed status for a probable successor to consider that the particular worker is a successor. You can set the successor status to Placed only for plans that are at the Completed status.
If your enterprise uses the Succession Planning Approvals process, then the application automatically tracks the approval status of succession plans. The following section explains the status and tasks that you can perform for plans that are at different approval statuses:
Approved: A plan that is approved based on the levels of required approvals. Approved plans can be updated or deleted.
Rejected: A plan that is not approved. Rejected plans can be updated or deleted.
Work in Progress: In a situation where the plan is created but the approval is rejected, then the plan status is Draft and the approval status is 'Work in Progress'. Such plans can be updated or deleted.
Pending Approval: Plans that require approval. Plans pending approval cannot be updated or deleted.
Use the Succession Plans: Review page to review succession plan details.
This page appears when you click the View icon in the following tables:
Recently Reviewed Plans and Plans to be Reviewed tables in the Manage Plans tab
Search results table when you search for plans in the Succession Plans: Overview page
You can view the following basic details:
Whether the plan is for a worker, job, or position
Name of the worker or role
Plan name
Start and end dates of the plan
Plan owner and status
Plan next review date
If any attachments are added to the plan, then you can review the supporting documents
The page provides information such as:
Probable successors identified for a role or worker
Succession status
Succession potential of the successors
Performance rating
Retention potential
Impact of the worker leaving the enterprise
Readiness percent
Rank of the worker when compared to the other probable successors for the same plan
Succession details such as the earliest and latest succession dates.
The succession hierarchy is a visual representation of the probable successors identified for workers at each level. It helps talent managers and plan administrators to analyze succession plans that are in place, particularly for senior and top executives in an enterprise.
Plan administrators and managers can navigate to the View Succession Hierarchy page by clicking the View Succession Hierarchy icon for a worker when creating or updating succession plans. The View Succession Hierarchy icon appears only if at least one probable successor is identified.
On the View Succession Hierarchy page, you can view probable successors who are identified for a worker in a downward view. A successor hierarchy below the selected worker is displayed. For example, if Linda Crowley is a manager, you can view the workers who are identified as probable successors for Linda. You can view the name of the successor and details such as succession status, succession potential, retention potential, readiness percent, and rank. This page also indicates the number of plans in which a worker is identified as a probable successor. If a worker is identified in multiple plans, then you can evaluate the readiness percent of the worker across plans and identify the most suitable role for the worker.