PeopleSoft Enterprise Human Resources 9.1 PeopleBook: Plan Careers and Successions

Planning Successions

This chapter provides an overview of plan successions, lists prerequisites, and discusses how to:

Set up Succession Planning.
Create succession plans.
Manage talent pools.
Build succession trees.
Manage succession plans.
Use Succession 360°.
Review career summaries.
Run Succession reports
Succession Planning self-service

Understanding Plan Successions

This section discusses:

Plan successions
(USF) Plan successions

Plan Successions

To ensure an organization's continued success, you need to determine who will eventually replace employees currently in key positions. The Plan Successions business process in Human Resources enables you to identify candidates for key positions, anticipate organizational bottlenecks, and develop multiple career paths for individuals who are ready for promotion.

To implement the Plan Successions business process:

Perform the prerequisite tasks.
Create the succession plans.
(Optional) Build the succession trees.

Once the succession trees are in place, you can review career summaries, monitor the progress of key employees, track changes to key positions, and make adjustments to successions plans as the requirements of the organization change over time.

Integrations

The Plan Successions business process integrates with:

The Manage Profiles business process in Human Resources.

See Managing Profiles.
The Plan Careers business process in Human Resources.

See Setting Up Career Plans.
The Manage Positions business process in Human Resources.

See Defining Key Positions, Identifying Potential Candidates.
PeopleSoft Enterprise Talent Acquisition Manager.

See Identifying Potential Candidates.

(USF) Plan Successions

The Plan Successions business process for U.S. Federal Government users enables you to set up and manage succession plans and succession trees for government workers.

The Succession Planning USF menu contains the same pages as the Succession Planning menu. The Key Positions (POSITION_DATA) component under the Succession Planning, Define Key Positions menu is the same as the Identify Key Positions component (POSITION_DATA) under the Succession Planning (USF) menu.

The Succession Planning USF components are discussed in this chapter as well as PeopleSoft Enterprise Human Resources 9.1 PeopleBook: Manage Profiles and PeopleSoft Enterprise Human Resources 9.1 PeopleBook: Manage Positions.

Prerequisites

Perform these tasks before setting up the Plan Successions business process in Human Resources:

Set up HRMS core data.
Set up Human Resources job data.
Define key positions.
Define key job codes.
Identify key employees.
(optional) Set up profiles.
(optional) Set up career plans.
Identify potential candidates.

Setting Up HRMS Core Data

The HRMS core data required for the Plan Successions business process is discussed in PeopleSoft Enterprise HRMS Application Fundamentals PeopleBook.

See Setting Up and Installing PeopleSoft HRMS.

Setting Up Job Data

The Human Resources job data required for the Plan Successions business process is discussed in PeopleSoft Enterprise Human Resources PeopleBook: Administer Workforce.

Note. Employee job data must exist in the Workforce Administration tables before you work with the Plan Successions pages. If you've implemented multiple business units and SetIDs, the information that you use and create will be determined by how business unit and setID functionality is set up for your user ID.

See Increasing the Workforce.

Defining Key Positions

Use the Manage Positions business process to identify key positions in the organization and to create position hierarchies (which are required for successions plans). Once the position hierarchy exists, identify the incumbent in each key position. Key positions are discussed in PeopleSoft Enterprise Human Resources PeopleBook: Manage Positions.

See Setting Up Positions.

Note. USF users should access the Key Positions pages using the Organizational Development, Successions Planning USF, Identify Key Positions navigation path.

Defining Key Job Codes

Use the Job Code Table component to identify key jobs in the organization. This is only required if you want to create job code-based succession plans.

See Classifying Jobs.

Identifying Key Employees

Use the Workforce Job Summary component to identify key employees. Identifying key employees is only required if you want to create people-based succession plans.

Key employees must be active members of a talent pool associated with a talent pool category specifically defined to source employee succession plan types. There is no limit to the number of talent pools that can source employee succession plan types.

See Viewing Worker Job History.

Setting Up Profiles

Use the Manage Profiles business process to create profiles for key employees and roles. Roles are positions and job codes. Profiles for roles define specific job-related competencies and accomplishments. The succession planning process matches the employee competencies with competencies in position and job code profiles to identify and rank potential candidates for key roles using the Search and Compare Profiles component. Profiles are discussed in PeopleSoft Enterprise Human Resources PeopleBook: Manage Profiles.

To enable you to easily view employee profiles, the Person Profiles component is accessible from the Plan Successions business process.

See Managing Profiles.

Setting Up Career Plans

Use the Plan Careers business process to prepare potential candidates for succession plans. The career plans you develop for high-potential employees will prepare them to move into key positions. Career plans are not a prerequisite for creating succession plans. Using succession plans in conjunction with career plans enables you to plan employee training and development in readiness for planned moves.

See Creating Career Plans.

You can automate the process of identifying candidates for key positions. Use the Create Succession Plan (SUCCESSION_PLAN) component to generate a list of people who have the selected key roles in their career path

See Selecting Candidates.

Reviewing Career Summaries

To review career summaries, use the Career Assignments (CAREER_SUMMARY), Compensation (COMP_SUMMARY2), and Training (TRN_STUDNT_CRS_SU2) components.

To enable you to easily review candidate career information, certain data from the Plan Careers, Administer Workforce business process is displayed in the Plan Successions business process.

Note. These pages are view-only. If you want to update career, compensation, or training data, use the appropriate pages from the Plan Careers, Administer Workforce, or Administer Training business processes.

See Creating Career Paths.

See Updating Person and Job Information.

Identifying Potential Candidates

After you have identified the key positions and defined profiles for these positions, you can search and compare employee profiles to identify potential candidates.

See Searching and Comparing Profiles.

Recruiting External Candidates

When creating candidate lists for succession plans, consider candidates outside the organization. Before you can include external candidates in a succession plan, you must add them to the Human Resources system and associate an applicant ID.

See Increasing the Workforce.

You can increase the chances of identifying and recruiting candidates for key roles if the competencies listed in the job requisitions match the competencies required for the key roles.

Setting Up Succession Planning

This section describes how to:

Define Succession Planning default values.
Define ratings boxes.

Pages Used to Setup Succession Planning

Page Name	Definition Name	Navigation	Usage
Succession Planning Setup	HR_SP_DEFAULT	Set Up HRMS, Product Related, Organizational Development, Succession Planning Setup	Define Succession Planning setup and default information, such as the use of Profile Manager profile types, and rating box associations.
Define Ratings Box	HR_RATINGS_BOX_CFG	Set Up HRMS, Common Definitions, Ratings Box Configuration, Define Ratings Box , Define Ratings Box	Define ratings boxes, or matrices, to graphically represent employee rating assignments, such as a 9-Box for performance versus potential, which you can use in succession plans or talent pools to assess employees in relation to other employees.

Defining Succession Planning Default Values

Access the Succession Planning Setup Page (Set Up HRMS, Product Related, Organizational Development, Succession Planning Setup).

Ratings Box ID

Select up to three ratings boxes to use for all succession plan and talent pool records. Any ratings box specified in the Succession Plan or Talent Pool region can be edited through the Ratings Box page in the Succession Plan or Talent Pool components. You can select from any Rating Box IDs defined on the Configure Rating Box page.

Career Planning Impact of Loss

Select to indicate that a Career Planning-based Impact of Loss value defined for an employee will default in the Impact of Loss field on the succession plan record or talent pool record if the employee is selected as a succession candidate or talent pool member.

Document Type

Define the PeopleSoft ePerformance document type to link to from all Performance document links in the succession planning application, including the Succession 360° page and the Talent Pool page. Select from the defined document types used for appraisal processing through PeopleSoft ePerformance.

Search Document Type

Define the PeopleSoft ePerformance document type and rating model the system uses when searching for succession candidates or talent pool members by the Overall Performance Rating search option. Select from the defined document types used for appraisal processing through PeopleSoft ePerformance.

Rating Model

Select from the defined rating models associated with the document type specified in the Document Type field.

Defining Ratings Boxes

Use the Define Ratings Box page to define matrices that graphically represent employee rating assignments, such as a 9-Box for performance versus potential. You can use ratings boxes in succession plans or talent pools to assess employees in relation to other employees.

A conventional ratings box matrix is usually a 9-box, which is three boxes across and three boxes vertically. However, you can define ratings boxes as large as five boxes by five boxes. There is no limit to the number of ratings boxes you can define.

You can also use this page to define talent categories and then assign employees into the categories.

Access the Define Ratings Box page (Set Up HRMS, Common Definitions, Ratings Box Configuration, Define Ratings Box , Define Ratings Box).

Used for Talent Pool Category

Select to indicate that the values in the X-Axis Ratings region are used to define talent categories.

X–Axis Box Number and Y–Axis Box Number

Select the number of boxes to display along each axis of the ratings box grid. Values are: 2, 3, 4, and 5.

The Y–Axis Box Number field is not available if you select the Used for Talent Pool Category check box.

Creating Succession Plans

Succession Planning is the process of identifying long-range needs and cultivating a supply of internal talent to meet those future needs. The process anticipates the future needs of the organization and assists in finding, assessing, and developing the human capital necessary to successfully execute the strategy of the organization.

To create succession plans, use the Create Succession Plan (SUCCESSION_PLAN) component.

This section discusses how to:

Enter succession plan data.
Select candidates.
View candidates for specific positions.

Pages Used to Create Succession Plans

Page Name	Definition Name	Navigation	Usage
Succession Plan	SUCCESSION_PLAN1	Organizational Development, Succession Planning, Create Succession Plan, Succession Plan Organizational Development, Succession Planning USF, Create Succession Plan, Succession Plan Organizational Development, Succession Planning, Maintain Succession Plans, Succession Plan	Enter plan details such as effective date, plan status, and projected vacancy date. Review incumbent job and career plan details.
Candidates	SUCCESSION_PLAN2	Organizational Development, Succession Planning, Create Succession Plan, Candidates Organizational Development, Succession Planning USF, Create Succession Plan, Candidates Organizational Development, Succession Planning, Maintain Succession Plans, Candidates	Search and compare employee profiles to identify potential candidates.
Ratings Box	SUCCESSION_RATINGS	Organizational Development, Succession Planning, Create Succession Plan, Ratings Box Organizational Development, Succession Planning USF, Create Succession Plan, Ratings Box Organizational Development, Succession Planning, Maintain Succession Plans, Ratings Box	Rate successors using configurable X-Y matrices, or 9-boxes. Use ratings boxes to track custom-defined criteria such as performance, potential, readiness, and so on.
Slate	SUCCESSION_SLATE	Organizational Development, Succession Planning, Create Succession Plan, Slate Organizational Development, Succession Planning USF, Create Succession Plan, Slate Organizational Development, Succession Planning, Maintain Succession Plans, Slate	View the finalized list of candidates slated to replace the incumbent in a succession plan. Link to defined succession plan records for any of the candidates to help determine any blocked scenarios.

Entering Succession Plan Data

Access the Succession Plan page (Organizational Development, Succession Planning, Maintain Succession Plans, Succession Plan).

Projected Vacancy Date

If the incumbent has a career plan in Human Resources, the projected vacancy date is the retirement date indicated in their career plan. Otherwise, enter a date in this field.

Selecting Candidates

From the Succession Plan - Candidates page, you can create a list of potential successors, using PeopleSoft Profile Manager and ad-hoc SQL based search methods. The search results pages enable you to select employees and include them in the succession plan candidate list.

Access the Succession Plan - Candidates page (Organizational Development, Succession Planning, Maintain Succession Plans, Candidates).

Search Method

Select the search method the system uses to search for candidates for this succession plan. The search method options differ depending on the Plan Type: Position, Job Code or Person. Different search methods change the appearance of the Candidates region of the page to enable you to locate succession plan candidates based on specific criteria.

Find Candidates

Click to search for succession candidates based on the search method selected.

If you want to add additional candidates manually, enter new data rows and select the candidate's employee ID.

Candidates

The Candidates scroll area lists potential successors for the selected position. The succession planning process maintains static data and must be updated by creating new succession plans for each key entity as needed. Creating new succession plans prevents data from becoming outdated.

Order	Enter a succession order for each candidate. Assign the number 1 to indicate that a candidate is the first choice in the list. Proceed in descending order. When you save the succession plan, the candidates appear in order of rank. Note. You rank the candidates and save the information before viewing candidates on the Succession Plan - Slate page, where you view the hierarchy of successors to a candidate, job code or position..
Name	Click to open the Profile Manager-based Person Profile page, if available, for the selected individual.
Candidate Type	Indicates whether the candidate is an applicant for the succession plan. The field displays Applicant when you add the candidate manually using the Add Applicant button. The field displays Personwhen you add the candidate manually using the Add Person button, or if the candidate was retrieved using any of the search methods.
Status	Select the status of the individual within the succession plan. Select Active or Inactive.
Succession Readiness	Select the readiness level for an individual in the succession plan. Select from the following values: 1−2 Yrs (1−2 years) The employee will be ready for the position change within the next two years. 3−5 Yrs (3−5 years) The employee will be ready for the position change in three to five years. Emergency The employee is overdue for a job move and needs to move as soon as possible. Ready Now The employee is ready for the move now.
Target Date	Enter the date when you expect the candidate to move into the selected position.
Impact of Loss	Specify the impact losing this employee would have on the organizations goals. Values are Low, Medium, or High.
Notes	Click to open the Notepad page in order to document notes for any successor or talent pool candidate.

Performance and Career

Click the Performance and Career tab in the Candidates region.

Compare Profiles	Click to access the Compare Profiles - Match Results page.
Career Development Plan	Click to open the Career Development plan page for the selected individual.

On the Job Data and Salary Plan tabs, the system displays the candidates' current position, and salary details from the Career Ranking and Potential page.

Comparing Succession Criteria

You can rate successors using configurable X-Y grids for ratings boxes, or 9-boxes. Use ratings boxes to track custom-defined criteria such as performance, potential, readiness, and so on.

Access the Succession Plan - Ratings Box page (Organizational Development, Succession Planning, Maintain Succession Plans, Ratings Box).

View Ratings

Click to view the Ratings Box chart on this page using the candidates and ratings specified in Box Ratings region of this page.

Add Ratings Box

Click to add additional ratings box charts to this succession plan.

If the status of any succession candidate or talent pool member is changed from active to inactive and the employee has been rated in a ratings box, then the employee or applicant is automatically removed from all rating boxes.

Box Ratings

The Box Ratings region enables you to select ratings for each candidate specified on the Candidates page. Based on your selections, the names of the candidates appear in the Ratings Box chart on this page. The column titles correspond to the X-Axis Title and the Y-Axis Title specified on the Define Ratings Box page. Select from the values specified on the Define Ratings Box page for the X-Axis Ratings and the Y-Axis Ratings.

Viewing Candidates for Specific Positions

The Succession Planning business process enables you to manage the slate of candidates. Create successor order, successor plan status (active or inactive), and successor rating box assignments. The Slate page enables you to view the roster of candidates that you manage on the other pages in the Succession Plan component. The Slate page updates as you add or delete candidates on the Candidates page.

Access the Succession Plan - Slate page (Organizational Development, Succession Planning, Maintain Succession Plans, Slate).

Succession Slate

Use the options in the Succession Slate region to view plan incumbents for a key role or replacements for a key person, depending on the plan type.

The Succession Slate region enables you to view the selected candidates from the Candidates page, in the succession order.

All names in the grid are candidates for the succession plan. The title of the far right column is dynamic based on the Plan Type. Click the links in this column to access succession plans based on the plan type. For position plans, where the person is a candidate, click the link to access a position succession plan. For job code plans, click the link to access the succession plan for the job code. For person plans, clicking the link accesses the succession plan for the person.

The system sorts the succession plan rows in ascending succession order.

The adjustments to the readiness status for successors is probably the last step toward finalizing succession plans.

This page is particularly useful after you've created succession plans for several key positions, because you can see if succession plans are in place for other key positions and key job codes for which the successors may be incumbents. This helps to ensure that no gaps exist in replacements and to identify and prevent any organizational bottlenecks. See which candidates are blocked in their current position so that you can prepare them for other roles or change their rotations, thereby preventing the loss of high- potential employees.

The system checks the employee's readiness. If this is set at 3–5 Yrs (ready in three to five years), Emergency (ready in an emergency) or Retirement (retire in current position), then Blocked is set to N designating that this employee is not ready.

If the employee's readiness is Ready Now or 1–2 Yrs (ready in one to two years), the system checks the incumbent's readiness. If there is an incumbent but the incumbent has no row on the succession plan table for this or any other position, Blocked is set to Y.

If the incumbent has one or more rows on the succession plan table (any position) then the system checks the lowest readiness in all positions.

If the incumbent's minimum readiness is set to Ready Now or 1–2 Yrs, Blocked is set to N; otherwise, if readiness is set to 3–5 Yrs, Emergency or Retirement, Blocked is set to Y.

Managing Talent Pools

A talent pool is a group of individuals that is generally identified as the top talent within an organization. In order to prevent attrition and provide motivation, individuals that have met certain criteria for success are placed in a pool based upon their role, job code, or position.

Understanding Talent Pools

Talent pools provide flexibility in the selection process for a leadership team. Creating a talent pool rather than choosing one employee with key competencies is more effective and efficient for an organization.

For example, a championship athletic team usually finds the best available athletes based on a predetermined talent pool, and then determines where to fit those athletes into the team lineup. This is in sharp contrast to the traditional business approach, in which companies begin by assigning employees to more limited career paths.

An integrated approach identifies and grooms candidates for increasingly demanding leadership positions and prepares the organization for demographic trends that sharply decrease leadership ranks. The majority of high-potential development programs encourage cross-functional rotations to develop breadth of knowledge in future company leaders. Many companies focus on identifying and promoting talent within the organization as a whole, often seeking to deploy this talent across business units. Making cross-functional development training part of the job prevents disruption in the flow of business.

Pages Used to Create Talent Pools

Page Name	Definition Name	Navigation	Usage
Define Talent Pool Categories	HR_TPOOL_CATEGORY	Set Up HRMS, Product Related, Organizational Development, Define Talent Pool Categories	Define talent pool categories.
Manage Talent Pools - Talent Pool	HR_TPOOL_DEF	Organizational Development, Succession Planning, Manage Talent Pools, Talent Pool	Search for and edit existing talent pools.
Manage Talent Pools - Ratings Box	HR_TPOOL_RATINGS	Organizational Development, Succession Planning, Manage Talent Pools, Ratings Box	Rate successors using configurable X-Y matrices, or 9-boxes. Use ratings boxes to track custom-defined criteria such as performance, potential, readiness, and so on.
Manage Talent Pools - Learning	HR_TP_LRN_PRG	Organizational Development, Succession Planning, Manage Talent Pools, Learning	Associate learning programs or a list of coursework for a specific talent pool through integration with Enterprise Learning Management.

Setting Up Talent Pool Categories

Talent pool categories enable you to refine the definition of a Talent Pool. Defining a talent pool specifically for defining Key People allows you to create person-based succession plans for the talent pool members, and creates a search base for person-based succession plan definitions.

Access the Define Talent Pool Categories page (Set Up HRMS, Product Related, Organizational Development, Define Talent Pool Categories).

Talent Pool Defines Key People

Select to indicate that any talent pool associated with this talent pool category is used to source person-based succession plans.

Managing Talent Pools

You can manually add internal and external individuals to talent pools based on performance and potential analysis. Add internal individuals automatically using Profile Manager's search and match feature. Depending on your organization's practices, readiness is a key monitor factor for talent pools. You can manually specify each employee's readiness based on criteria established by your organization.

Access the Manage Talent Pools - Talent Pool page (Organizational Development, Succession Planning, Manage Talent Pools, Talent Pool).

Category

Select the talent pool category for this talent pool. Select from the values defined on the Talent Pool Categories page.

Used for SP Candidate Searches (used for succession planning candidate searches)

Select to specify that this talent pool can be used for succession plan searches. You must associate the talent pool with a rating box defined for use with succession candidate search filters in order to search the talent pool through the Talent Pool ID field for Talent Category-based searches.

Search Method

Select the search method the system uses to search for members to include in the talent pool. Different search methods change the appearance of the Member Selection region of the page to enable you to locate potential talent pool members based on specific criteria.

Talent Pool Details Tab

Name	Click to open the Person Profile page for the selected individual.
Status	Select the status of the individual within the talent pool. Select Active or Inactive.
Talent Pool Readiness	Select the readiness level for an individual in the talent pool. Select from the following values: 1−2 Yrs (1−2 years) The employee will be ready for the position change within the next two years. 3−5 Yrs (3−5 years) The employee will be ready for the position change in three to five years. Emergency The employee is overdue for a job move and needs to move as soon as possible. Ready Now The employee is ready for the move now. Retirement The employee will not move to another position after his or her current position. For example, because an employee is nearing retirement age.
Impact of Loss	Specify the impact losing this employee would have on the organizations goals. The Plan Careers business process provides this value if you select the Career Planning Impact of Loss field on the Succession Planning Setup page. You can override the value on this page. Values are: Low, Medium, or High.
Notes	Click to open the Notepad page in order to document notes for any talent pool member.

Performance and Career Tab

Compare Profiles	Click to access the Compare Profiles - Match Results page.
Career Development Plan	Click to open the Career Development plan page for the selected individual, if available.

Job Data Tab

Job Summary

Click to open the Workforce Job Summary page.

Evaluating Talent Rating Assignments

Your organization's administrators can use a ratings box, configurable X-Y grids, to place individuals into different quadrants of the ratings box in order to track user-defined criteria such as the performance, potential, and readiness, of the talent pool members.

Access the Manage Talent Pools - Ratings Box page (Organizational Development, Succession Planning, Manage Talent Pools, Ratings Box).

View Ratings

Click to view the selected ratings box for this talent pool.

Add Ratings Box

Click to add additional ratings box charts for this talent pool.

Associating Learning Programs with Talent Pools

You can associate learning programs or a list of coursework for a specific talent pool through integration with Enterprise Learning Management. If a talent pool member has an active pool status, the system adds the learning program to the talent pool members' Learning Plan page (LM_LEARNING_HM) in Enterprise Learning Management. The learning definitions are initiated on the Learning tab of the Create Talent Pool page.

Note. Enterprise Learning Management must be installed in order to display the Manage Talent Pools - Learning page.

Access the Manage Talent Pools - Learning page (Organizational Development, Succession Planning, Manage Talent Pools, Learning).

Program ID

Select the learning program to associate with the talent pool

Learning Group ID

Select the learning group for the specified Program ID.

Managing Succession Trees

Succession trees provide a graphical view of an organization's succession plan. Succession trees show which workers currently hold key positions and which candidates are slated to move into this position.

Building Succession Trees

To build succession trees, use the Tree Manager (PSTREEMGR), Tree Structure (PSTREESTRCT), Tree Auditor (RUN_TREE_AUDITS) , and Tree Viewer (PSTREEVIEWER) components.

Note. You must create successions plans and identify succession candidates before creating the succession tree.

Use the PeopleSoft Tree Manager to build, view, modify, and control access to succession trees. To represent positions as a hierarchy, identify the reporting relationships among the key positions and then build the succession tree.

Succession trees are effective-dated; you can build multiple trees to maintain a history of the organization's succession planning and to track planned and actual changes. You can also build alternative scenarios using the Save As feature to clone a tree and then changing hierarchy properties to create different scenarios.

See Enterprise PeopleTools PeopleBook: PeopleSoft Tree Manager

See Setting Up and Building Organization Charts.

Determining Security Access

You can determine the type of access that users have to succession trees. Many levels of access exist: to the tree itself, to key position and succession plans, and to career plans.

For example, you might allow many users to update key position, succession plan, and career plan data from within succession trees yet permit only a few users to make changes to the succession trees themselves. You might want other users to view key position, succession plan, and career plan data as display-only. You can delegate the maintenance of different levels in trees by specifying the level of access or update authority that a user or a set of users has.

Use object security to specify which users can access trees and to control whether the trees that users access are display-only. User security determines whether users can access pages from nodes and details and controls whether they are display-only pages. Use employee data security to specify whether users can access the data in pages tied to specific nodes and details.

See Enterprise PeopleTools PeopleBook: Security Administration

Adding and Viewing Details in Succession Trees

Once you've created succession plans with candidate lists, you can view career plans and related employee data for succession candidates. Use this information to make decisions about particular candidates, to re-rank candidates in succession plans, or to remove candidates from the candidate list.

See Enterprise PeopleTools PeopleBook: PeopleSoft Tree Manager

Viewing Details in Succession Trees

Use the Detail feature of Tree Manager to view and update career plans for succession candidates and to view and update several other pages containing pertinent employee data, such as compensation history, skills, languages, and prior work experience.

This diagram illustrates a succession tree:

Adding Details in Succession Trees

To add details to the succession tree, click the Insert Detail button. When you double-click the button, a list of candidates in the succession plan for that position appears. Select the candidate for whom to view career plans or related employee data.

Note. Before you can view career plans and other employee data, create succession plans for key positions and include succession candidates in them. These pages are available in Tree Manager only for succession candidates.

To add a detail to succession tree:

In Tree Manager, open the succession tree and select the key position for which you want to add a detail.
Click Insert Detail.
Select the Dynamic Flag check box on the Detail Value Range page and click Add.

The detail is placed on the tree in what appears to be a lower level in the plan. For example, a detail for Position 1 in the CEO level appears under the EVP level.

To hide the details in a succession tree:

Click Display Options.
Deselect the Display Node Description check box on the Configure User Options page.

When you highlight a detail and click Edit Data, the system displays a list of candidates in the succession plan for the key position. The candidates are sorted first by succession plan date, then by ranking, and then by readiness. If a candidate is in more than one succession plan, they appear in this list only for the most current succession plan. Click the Update button on the line for the candidate for which you want to view additional information. The first page in the group, Career Plan, appears. If you prefer to access other pages from within Tree Manager, you can change the link between Tree Manager and the pages.

Note. You can specify which page you'll see when you select to see details on a tree object, by selecting a page on the Details menu.

Managing Succession Plans

This section provides an overview of Succession 360° and discusses how to:

Configure Succession 360° default search criteria.
Configure Succession 360° organizational chart hierarchies.
Configure Succession 360° profile content.
Configure Succession 360° succession readiness legend.
Access Succession 360°.

Understanding Succession 360°

You may want to use a talent review process centered on a person or role when you initiate succession planning. The Succession 360° page enables you to visually review and manage succession planning- related processing for a person or role within the context of the organization.

Use the Succession 360° page as planning tool or reviewing tool. The page highlights the completed portions of the succession planning process or any unfinished business in the succession planning process.

The Succession 360° feature gathers and displays a variety of pertinent data from PeopleSoft HRMS. You can perform the following functions:

Search for people, succession plans, and positions or job codes.
View graphical representations of reporting hierarchies.
View profile summaries for people, positions, or job codes.
View succession plans for people, positions, or job codes.
Edit succession plans.

The Succession 360° component exchanges succession plan data from the underlying succession plan record. For example, in the Successor Details region of the Succession 360° component, the system retrieves the Ratings Box information and the candidate list from the Succession Plan ID specified on the Successors tab.

The system updates the information in the plan record as you make changes in either the Succession 360° component or the Succession Plan pages.

Pages Used to Manage Succession 360°

Page Name	Definition Name	Navigation	Usage
Succession 360° Setup - Search Setup	HR_VT_SETUP1_SRCH	Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Search Setup	Define the default search criteria and page layout for the Succession 360° page.
Succession 360° Setup - Org Chart	HR_VT_SETUP1	Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Org Chart	Define organizational chart hierarchies for the Succession 360° page.
Succession 360° Setup - Profile Content	HR_VT_SETUP2	Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Profile Content	Define profile content for the Succession 360° page.
Succession 360° Setup - Legend	HR_VT_SETUP3	Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Legend	Configure icons and color values for the Succession Readiness Legend used on the Succession 360° page.
Succession 360°	HR_VT_DASHBOARD	Organizational Development, Succession Planning, Succession 360° Manager Self Service, Succession Planning, Succession 360°	Visually review and manage a person or role within the context of the organization.

Configuring Succession 360° Default Search Criteria

Access the Succession 360° Setup - Search Setup page (Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Search Setup).

Persons

Select to specify a person search as the default search method on the Succession 360° page. This enables users to perform a search for persons in the system that may or may not be associated with a succession plan. The search returns any person to whom the user has security access. When you select this option, the system uses the person-based hierarchy setup information, defined on the Org Chart page, for rendering the chart on the Succession 360° page

Positions

Select to specify a position search as the default search method on the Succession 360° page. This enables users to perform a search for positions in the system that may or may not be associated with a succession plan. The search returns any position to which the user has security access. When you select this option, the system uses the position-based hierarchy setup information for rendering the chart on the Succession 360° page. If full or partial position management is not installed, then this search option is not displayed.

Job Codes

Select to specify a job code search as the default search method on the Succession 360° page. This enables users to perform a search for job codes in the system that may or may not be associated with a succession plan. The search returns any job code to which the user has security access. When you select this option, the system uses the job code-based hierarchy setup information for rendering the chart on the Succession 360° page.

Succession Plans

Select to specify a succession plan search as the default search method on the Succession 360° page. This enables users to perform a search for existing succession plans in the system. The search returns any succession plan to which the user has security access.

Page Layout after Search

Select the default layout of the Succession 360° page after the user performs a search.

Values are: Organization Chart and Profile, Organization Chart Maximized, or Profile Only.

Configure Succession 360° Organizational Chart Hierarchies

Access the Succession 360° Setup - Org Chart page (Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Org Chart).

Person Hierarchy Source

Access Type

Select the reporting access type from which the person-based chart hierarchy on the Succession 360° page is derived.

Values are:

By Department Manager ID

Select this value to display the hierarchy based on information in the Manager ID field on the Department Profile page.
By Dept Security Tree

Select to display the hierarchy using information from the department security tree.
By Part Posn Mgmt Supervisor (by partial position management supervisor)

Select to display the hierarchy by both the Reports To and the Supervisor ID fields on the Work Location page. This is designed for the organizations that use partial position management. The system searches for reporting relationships based on Report To first, and then Supervisor ID.
By Reports to Position,

Select to display the hierarchy based on information in the Reports To field on the Work Location page.
By Supervisor ID

Select to define the reporting relationship based on information in the Supervisor ID field on the Work Location page in Job Data.

Position Hierarchy Source

Use Position Data and Use Position Tree

Select one of these options to indicate that the position-based chart hierarchy on the Succession 360° page is derived from either position data or a position tree. Selecting the Use Position Tree option requires the selection of a valid position tree in the Position Tree Name field.

Job Code Hierarchy Source

Use the fields in this region of the page to select the SetID and Job code Tree Name of each tree you want to use for job code-based organizational chart hierarchies on the Succession 360° page. The valid values in the Job code Tree Name field are any job code-based hierarchies created using Tree Manager, or any tree with a tree structure that uses the JOBCODE_TBL record as the Tree Node Record Name.

Configure Succession 360° Profile Content

You can specify the content on the Succession 360° page using the Succession 360° Setup - Profile Content page.

Access the Succession 360° Setup - Profile Content page (Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Profile Content).

Non-Person Profile Content

Key Position Icon	Select to display an icon on the Succession 360° page for any position defined as a key position using Position Management. The icon is visible in the Org Chart Node, Slate Node and Non-Person Profile sections of the Succession 360° page.
Key Job Code Icon	Select to display an icon on the Succession 360° page if the job code is defined as a key job code using the job code table. The icon is visible in the Org Chart Node, Slate Node and Person Profile sections of the Succession 360° page.

Select up to eight 8 of the remaining check boxes in this region to include specific fields to display in the Profile Summary section of the Succession 360° page. The system displays the selected content in the profile summary section of the Succession 360° page in the order displayed on this page.

Non Person Attribute Count

Displays the number of selected options in the Non-Person Profile region of this page. The selections made for the Key Position Icon or Key Job Code Icon are not included in the displayed count.

Person Profile Content

Key Person Icon

Select to display an icon on the Succession 360° page for any employee defined as a key person. The icon is visible in the Org Chart Node, Slate Node and Person Profile sections of the Succession 360° page.

Select up to eight 8 of the remaining check boxes in this region to include specific data types in the Profile Summary section of the Succession 360° page. The system displays the selected content in the profile summary section of the Succession 360° page in the order displayed on this page.

Person Attribute Count

Displays the number of selected options in the Person Profile region of this page. The selections made for the Photo or Key Person Icon fields are not included in the displayed count.

Talent Category Icon Mapping

X-Axis Rank	Displays the box rating labels defined in the X-axis for the specified Rating Box ID. The maximum numbers of displayed ratings is five. This area displays the box rating labels in reverse order. For example, the first row in the Talent Category Icon Mapping region displays the box 5 label on the X-axis The second row displays the box 4 label on the X-axis, and so on.
Content Name	Specify pre-configured talent category icon names.
Image	Displays the image associated with the value specified in the Content Name field. Five pre-configured icons are delivered and used as the default Talent Category icons.

Configuring Succession 360° Succession Readiness Legend

Access the Succession 360° Setup - Legend page (Set Up HRMS, Product Related, Organizational Development, Succession 360° Setup, Legend).

Five pre-configured icons are delivered and used as the default Succession Readiness icons for use in the Succession Readiness legend.

Succession Readiness	Displays the current system defined succession readiness translate values. Values are: Now, 1-2 years, 3-5 years, and Emergency.
Icon Name	For each value in the Succession Readiness column, specify the name of the icon image to display in the organizational chart, Succession Readiness legend, and Successors Details.
Ratings Box Icon Name	For each value in the Succession Readiness column, specify the name of the icon image to display in the Ratings Box.
Org Chart Image and Ratings Box Image	Displays the image associated with the specified values in theIcon Name and Ratings Box Icon Namefields.

Accessing Succession 360°

Access the Succession 360° page (Organizational Development, Succession Planning, Succession 360°).

The Succession 360° page has two primary sections:

An organization chart or reporting hierarchy.

This information, on the left side of the Succession 360° page focuses on a person or a role and enables you to navigate to another person or role of interest.
A profile view.

This region displays details regarding the person or role in focus on the organizational chart. Depending on the perspective of the Succession 360° page, you can compare the succession candidates to the role profile or the incumbent profile. You can expand or collapse this information to optimize the workspace for a particular task. For example, when focusing on succession information, you may choose to collapse the incumbent details section.

Organization Chart or Reporting Hierarchy

The system uses trees from Tree Manager to build the hierarchies rendered by the organization chart. The organization chart supports three types of hierarchies:

Person-based

The chart hierarchy derives from the reporting Access Type defined in the Succession 360° Setup component.
Position-based

The chart hierarchy derives from either Position Management data or a position tree as configured in the Succession 360° Setup component.
Job code-based

The chart hierarchy derives from a job code tree as configured in the Succession 360° Setup component.

You can scroll both vertically and horizontally through the chart on the Succession 360° page. The chart displays a maximum of three vertical levels at any time.

The focus chart node is displayed in a contrasting color from other nodes in the chart. You can change the focus node by clicking the name, job title, or role link in each node of the chart. Changing the focus node updates the contents of the profile section on the right-hand side of the Succession 360° page.

Profile View - Person-based

This region of the Succession 360° page displays details about the person that is the focus of the organization chart. The region has three tabs that change based on the selected hierarchy type.

For a person-based hierarchy, the profile view region displays the name and job code title from the job record of the employee specified in the focus node of the organization chart region. If a position title is not available, then the system displays the job code title. There are three tabs associated with a person-based profile view:

Person Details

The information on this tab is based on information in several Human Resources tables. You can configure the information on the Succession 360° Setup - Profile Content page.

Go To

Select the detailed career or profile page you want to access and click the Transfer icon to access the desired page. For the selected employee, select from the following pages:

Select Career Development Plan to go to the Career Development Plan page.
Select Career Path to go to the Career Path page.
Select Person Profile to go to the Profile Manager Person Profile page.
Select Performance Document to go to the Maintain Performance Documents page.

(Transfer icon)

Click the Transfer icon to access the selected page in the Go To field.

Compare to Role

Click the Compare to Role button on this tab to perform a Profile Manager-based comparison between the selected employee and their current role. The results display a side-by-side comparison of the employee's qualification content sections, if defined in Profile Manager, with those of the employee's current role, if defined in Profile Manager. The system displays a message indicating that the process is unavailable in the following cases:
- If there are no defined profiles for the employee or role.
- If the Verity search collections for Job Profile Management have not been created.
Career

The Career tab displays a summary of future career moves and career history for the current employee.

Profile View - Position or Job Code-based

This region of the Succession 360° page displays details about the selected role, job code, or position that is the focus of the organization chart. The region has three tabs that change based on the selected node in the organizational chart.

For a position-based or job code-based hierarchy, the profile view region displays the position or job code associated with the focus node of the organization chart region. There are three tabs associated with the profile view for non-person profiles:

Details

The information on this tab is based on the position or job code associated with the focus node of the organization chart region.
Required Competencies

The Required Competencies tab displays a list of competencies and associated required ratings, based on the Profile Management non-person profile for the role or job code selected in the organization chart region.

Incumbents

The Incumbents tab displays a grid of incumbents for the job code or position.

Compare Incumbent to Role

Select an employee from the displayed list and click to perform a Profile Manager-based comparison between the selected incumbent and the current role. The results display a side-by-side comparison of the incumbent's qualification content sections, if defined in Profile Manager, with those of the current job or role, if defined in Profile Manager. If there are no defined profiles for the employee or role, the system displays a message indicating that the process is unavailable.

View Career Detail

Select an incumbent from the displayed list and click to displays a summary of future career moves and career history for the selected incumbent.

Successor Details

This region of the Succession 360° page displays three tabs associated with the source succession plan:

Successors

This tab displays summary succession plan information and a succession slate grid, if the information is available, from the associated succession plan. The slate grid enables you to edit succession order and plan status, which is updated in the associated succession plan and the slate pop-up when you click the Save button in this region.
Compare to Incumbent or Compare to Role

Select a candidate and click the Compare to Incumbent button or the Compare to Role button to perform a comparison between the two profiles. If there are no defined profiles for the selected person or role, the system displays a message indicating that the process is unavailable.
Ratings Box

This tab enables you to view and edit all of the rating boxes defined for the succession plan for any previously rated candidates. There can be up to 3 rating boxes defined for a succession plan.

Related Succession Plans

This region of the Succession 360° page displays any succession plans in the system related to the person, position, or job code specified in the organization chart region of the page.

For persons in focus, the grid displays succession plans, if available, for the role the person holds.

For position in focus, the grid displays succession plans, if available, for either a job code associated with the focus position or an incumbent of the position.

For a job code in focus, the grid displays succession plans, if available, for either a position associated with the focus job code or an incumbent of the job code.

Reviewing Career Summaries

This section lists the pages used to review career summaries.

Pages Used to Review Career Summaries

Page Name	Definition Name	Navigation	Usage
Career Assignments	CAREER_SUMMARY	Organizational Development, Succession Planning, Review Career Summaries, Career Assignments Organizational Development, Succession Planning USF, Review Career Summary Info, Career Assignments	Review employee job status and job history.
Compensation	COMP_SUMMARY	Organizational Development, Succession Planning, Review Career Summaries, Compensation Organizational Development, Succession Planning USF, Review Career Summary Info, Compensation	Review employee compensation history.
Training	TRN_STUDNT_CRS_SUM	Organizational Development, Succession Planning, Review Career Summaries, Training Organizational Development, Succession Planning USF, Review Career Summary Info, Training	Review employee training history.

Running Succession Reports

This section provides an overview of succession planning reports and describes the pages used to run Succession Planning reports.

Understanding Succession Reports

The summary metrics in Succession Planning reports enable administrators to see key people or roles that are in line for succession planning and identify key persons or roles that require succession plans. This enables organizations to define activities and strategies to search for and select the best candidates for person and role-based succession plans.

Key People/Job Codes/Positions

The Key People/Job Codes/Positions page enables you to create the following reports:

Plans for Key Entities, people, positions, and job codes
Projected Vacancy for Key People
Risk of Leaving for Key People

The Plans for Key Entities report tracks the status of succession plans for key people, key job codes, or key positions, as of the report date.

The Projected Vacancy for Key People report provides information about projected vacancies, career readiness information for a key employee or person's next job code or position, and the availability of successors to fill their projected vacancy.

The Risk of Leaving for Key People report enables managers and administrators to view the likelihood of key people leaving and impact of their loss on the organization. The system also indicates whether there are any possible successors to replace key employees with a high risk of leaving.

Talent Pool Readiness

The Talent Pool Readiness report displays all of the active members of an active talent pool. Changing the filters for the report enables managers and administrators to evaluate various talent pool readiness values.

Talent Pool Ratings Box Assignments

The Talent Pool Ratings Box Assignments report displays a box rating assignment summary of talent pool members for a given talent pool.

Pages Used to Run Succession Reports

Page Name	Definition Name	Navigation	Usage
Key People/Job Codes/Positions	HR_SUCC_METRICS1	Succession Planning, Reports, Key Person/Job Codes/Positions	View candidates for hierarchical-based succession planning, and identify key entities that require succession plans.
Talent Pool Readiness	HR_TPOOL_METRIC1	Succession Planning, Reports, Talent Pool Readiness	Displays the people assigned to an active talent pool and enables managers and administrators to evaluate various readiness values.
Talent Pool Ratings Box Assignments	HR_TPOOL_RATE1	Succession Planning, Reports, Talent Pool Ratings Box	Displays a box rating assignment summary of talent pool members for a given talent pool.

Key People/Job Codes/Positions

Access the Key People/Job Codes/Positions page (Succession Planning, Reports, Key Person/Job Codes/Positions).

Report Name

Select the type of report to view. Values are Plans for Key Entities, Projected Vacancy for Key People, and Risk of Leaving for Key People.

Plans for Key Entities

Access the Plans for Key Entities page (Select Plans for Key Entities, on the Key People/Job Codes/Positions page).

Key Entity

Select to display the key people, key job codes, or key positions in the chart on this page.

Plan Available

Select the basic status of succession plans for the specified key entities. Values are All, Yes, and No.

Number of Successors

Select to track the number of successors for the specified key entities. Values are Any, 1-2, 3 or more.

Attn (attention)

Displays an exclamation point when the number of successors is zero, otherwise this field is blank.

Number of Successors

Displays the number of possible successors for the key entity as of the dates specified for this report. If the key entity does not have a succession plan, this field is blank.

Succession Plan

Click a link in this column to create, review, or edit the succession plan for the key entity.

Talent Pool

This column displays a description of the talent pools associated with the key person, based on the report date. When a key person belongs to more than one talent pool, select the desired talent pool from a list.

This column only displays for the Key People results set. The column is not displayed when the search is based on Key Job Codes or Key Positions since only people can be part of a talent pool.

Go

Click an icon in this row to display details of the selected talent pool. If there is more than one value in the Talent Pool field, you must select a talent pool before clicking on this icon.

This column only displays for the Key People results set. The column is not displayed when the search is based on Key Job Codes or Key Positions since only people can be part of a talent pool.

Succession Planning Self-Service

PeopleSoft Enterprise delivers a manager self-service succession planning dashboard that allows managers to view and manage the succession planning information for their direct and indirect reports. The manager self-service succession dashboard supports the following views:

View Succession Plans.
View Person Profile Summaries.
View successors and succession readiness levels, risk of leaving and impact of loss.
Re-rank successors.
Activate and deactivate successors.
Compare an employee's person profile with their current role's profile.
Compare a successors' profile to a succession plan's incumbent, job code or position
Edit successor rating box assignments.

Self Service Pages Used in Succession Planning

Page Name	Definition Name	Navigation	Usage
Manage Succession Plans	HR_SUCC_PLN_MGR	Manager Self Service, Succession Planning, Manage Succession Plans	Review or edit plan details such as effective date, plan status, and projected vacancy date. Review incumbent job and career plan details.
Succession 360°	HR_VT_DASHBOARD	Manager Self Service, Succession Planning, Succession 360° Organizational Development, Succession Planning, Succession 360°	Visually review and manage a person or role within the context of the organization.

Ratings Box ID	Select up to three ratings boxes to use for all succession plan and talent pool records. Any ratings box specified in the Succession Plan or Talent Pool region can be edited through the Ratings Box page in the Succession Plan or Talent Pool components. You can select from any Rating Box IDs defined on the Configure Rating Box page.
Career Planning Impact of Loss	Select to indicate that a Career Planning-based Impact of Loss value defined for an employee will default in the Impact of Loss field on the succession plan record or talent pool record if the employee is selected as a succession candidate or talent pool member.
Document Type	Define the PeopleSoft ePerformance document type to link to from all Performance document links in the succession planning application, including the Succession 360° page and the Talent Pool page. Select from the defined document types used for appraisal processing through PeopleSoft ePerformance.
Search Document Type	Define the PeopleSoft ePerformance document type and rating model the system uses when searching for succession candidates or talent pool members by the Overall Performance Rating search option. Select from the defined document types used for appraisal processing through PeopleSoft ePerformance.
Rating Model	Select from the defined rating models associated with the document type specified in the Document Type field.

View Ratings	Click to view the Ratings Box chart on this page using the candidates and ratings specified in Box Ratings region of this page.
Add Ratings Box	Click to add additional ratings box charts to this succession plan.

Category	Select the talent pool category for this talent pool. Select from the values defined on the Talent Pool Categories page.
Used for SP Candidate Searches (used for succession planning candidate searches)	Select to specify that this talent pool can be used for succession plan searches. You must associate the talent pool with a rating box defined for use with succession candidate search filters in order to search the talent pool through the Talent Pool ID field for Talent Category-based searches.
Search Method	Select the search method the system uses to search for members to include in the talent pool. Different search methods change the appearance of the Member Selection region of the page to enable you to locate potential talent pool members based on specific criteria.

View Ratings	Click to view the selected ratings box for this talent pool.
Add Ratings Box	Click to add additional ratings box charts for this talent pool.

Program ID	Select the learning program to associate with the talent pool
Learning Group ID	Select the learning group for the specified Program ID.

Persons	Select to specify a person search as the default search method on the Succession 360° page. This enables users to perform a search for persons in the system that may or may not be associated with a succession plan. The search returns any person to whom the user has security access. When you select this option, the system uses the person-based hierarchy setup information, defined on the Org Chart page, for rendering the chart on the Succession 360° page
Positions	Select to specify a position search as the default search method on the Succession 360° page. This enables users to perform a search for positions in the system that may or may not be associated with a succession plan. The search returns any position to which the user has security access. When you select this option, the system uses the position-based hierarchy setup information for rendering the chart on the Succession 360° page. If full or partial position management is not installed, then this search option is not displayed.
Job Codes	Select to specify a job code search as the default search method on the Succession 360° page. This enables users to perform a search for job codes in the system that may or may not be associated with a succession plan. The search returns any job code to which the user has security access. When you select this option, the system uses the job code-based hierarchy setup information for rendering the chart on the Succession 360° page.
Succession Plans	Select to specify a succession plan search as the default search method on the Succession 360° page. This enables users to perform a search for existing succession plans in the system. The search returns any succession plan to which the user has security access.
Page Layout after Search	Select the default layout of the Succession 360° page after the user performs a search. Values are: Organization Chart and Profile, Organization Chart Maximized, or Profile Only.

Key Entity	Select to display the key people, key job codes, or key positions in the chart on this page.
Plan Available	Select the basic status of succession plans for the specified key entities. Values are All, Yes, and No.
Number of Successors	Select to track the number of successors for the specified key entities. Values are Any, 1-2, 3 or more.
Attn (attention)	Displays an exclamation point when the number of successors is zero, otherwise this field is blank.
Number of Successors	Displays the number of possible successors for the key entity as of the dates specified for this report. If the key entity does not have a succession plan, this field is blank.
Succession Plan	Click a link in this column to create, review, or edit the succession plan for the key entity.
Talent Pool	This column displays a description of the talent pools associated with the key person, based on the report date. When a key person belongs to more than one talent pool, select the desired talent pool from a list. This column only displays for the Key People results set. The column is not displayed when the search is based on Key Job Codes or Key Positions since only people can be part of a talent pool.
Go	Click an icon in this row to display details of the selected talent pool. If there is more than one value in the Talent Pool field, you must select a talent pool before clicking on this icon. This column only displays for the Key People results set. The column is not displayed when the search is based on Key Job Codes or Key Positions since only people can be part of a talent pool.