Prerequisites

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

  1. Set up HCM core data.

  2. Set up HR job data.

  3. Define key positions.

  4. Define key job codes.

  5. Identify key employees.

  6. (optional) Set up profiles.

  7. (optional) Set up career plans.

  8. Identify potential candidates.

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

See Setting Up Implementation Defaults.

The HR job data required for the Plan Successions business process is discussed in PeopleSoft HR 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 Understanding Job Data.

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 HR Manage Positions.

See Maintaining Position Data.

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

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.

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.

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 HR Manage Profiles.

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

See Manage Profiles Overview.

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 Candidates Page.

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 Understanding the Process of Updating Person and Job Information.

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 Understanding the Search and Compare Profiles Process.

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 HR system and associate an applicant ID.

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.