How do I create a succession plan?

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Succession plans are designed for management to mitigate the risk and impact of a vacancy to their organization. To start, open the Succession Overview page.

Click My Client Groups.

Click Succession Plans.

This page displays a list of plans that you have access to, including the plan name, plan type, the person, position, or job the plan is for, the plan owners, the number of active candidates, and the current status.

Highlight Alexander Potter Succession.

Highlight Incumbent.

Highlight Alexander Potter.

Highlight Owned By.

Highlight Active Candidates.

Highlight the Active status.

The Plan Strength bar also indicates the strength of your succession plan. The greener the bar, the stronger your successor pipeline is for the role. You can hover over the Plan Strength bar to quickly view the candidate readiness info.

Hover over the Plan Strength bar.

Expand Alexander Potter Succession.

You can expand a plan to view more details, including candidate readiness info, interim successors, incumbents, and a plan description.

Highlight the readiness info.

Highlight Interim successors.

Highlight Incumbents.

Highlight Description.

You can search for plans by name or owner, and use the filters to help refine your search.

Highlight the Search field.

Highlight the filters.

There are three actions you can take on a plan, and you can sort the plans as needed.

Click Actions.

Highlight Actions.

Click to close Actions.

Click Sort.

Highlight Sort options.

Click to close Sort.

To add a new succession plan, click Add.

Click Add.

Enter a name for your plan. Then select the status and whether the plan is private and only available to you, or if other owners will have access. Then select the Plan Type and enter the job title and any of the other optional information.

In the Name field, enter VP of HR.

In the Status field select Active.

Deselect the Private checkbox.

In the Plan Type field select Job.

In the Job field, enter Vice President of HR, then select Vice President of HR in the Search Results.

After you enter the job title, you can click View Incumbents to view a list of everyone in your organization that currently has the job Vice President of HR.

Click View Incumbents.

Close the Incumbents list.

Then you can add candidates you think will be good successors for the VP of HR job.

Click Add.

There are four different candidate types you can add. The first type is internal candidates, who are workers within your organization.

Click the Candidate Type drop-down list.

Click Internal Candidate.

Select the candidate type, then enter the candidate info, including name, Readiness level, Ranking, Status, and whether they could be an interim successor. After you've entered all the information, click Add.

In the Name field, enter Brian LineManager.

In the Search Results, click Brian LineManager .

In the Readiness field select Less than one year.

In the Ranking field, enter 1.

Click the Is interim successor checkbox.

Click Add.

Click Add Another.

If it's been enabled, you can use the AI Suggested Candidates feature to identify anyone in your organization that could be a good potential candidate.

In the Candidate Type field select Suggested Candidates.

The AI suggests candidates based on their talent profiles. You can filter the suggested candidates based on Business Unit, Grade, and Location. The AI displays a Suggestion Strength for each candidate. You can also drill down on each candidate for more details.

Highlight the Suggested candidates filters.

Highlight Suggestion Strength.

Click Show Details for Linda VPTalent.

Select the candidates you want to add to the plan and click Add.

Click Add.

After they're added to your candidate list, you can update their info as needed.

Click Edit.

In the Readiness field select 1 to 2 years readiness.

In the Ranking field enter 2.

Click Update.

Click Add Another.

The third candidate type is external candidates. These are people outside the organization who are a fit for this role and potential future hires.

In the Candidate Type field select External Candidate.

In the External Candidate field select Michael Thomson.

In the Readiness field select 1 to 2 years readiness.

In the Ranking field enter 3.

Click Add.

The last candidate type is Talent Pool. If you've developed any talent pools, such as emerging leaders or future managers, you can select those and add candidates from those pools to this succession plan.

Click Add Another.

In the Candidate Type field select Talent Pool Members.

In the Talent Pool field select Emerging Leaders.

Confirm Christina Ross is selected.

Click Add.

Again, after they're added to the candidate list you can edit the details as needed.

In the Christina Ross row, click the Actions for Update candidate icon and select Edit.

In the Readiness field select 3 to 4 years readiness.

In the Ranking field enter 4.

Click Update.

Then you can add plan owners.

Click Add Another.

There are three plan owner types. Viewers can only view the plan. Candidate Managers can add or remove candidates and update readiness levels and other candidate attributes, but can't change the plan information.

In the Owner field enter Julie Brown, then select Julie Brown in the Search Results.

Click the Owner Type drop-down list.

Click Candidate Manager.

When you add an owner, you can also decide whether you want them to receive alerts.

Click the Send Alertsdrop-down list.

Click No.

Click Add.

After you've added the plan owners, you can decide what, if any, alerts you want them to receive.

Highlight the alerts.

You can also change the alert options for plan owners as needed.

Click both alert check boxes.

In the Curtis Feitty row, click the Actions for Update owner icon and select Edit.

In the Send Alerts field select Yes.

Click Update.

When you're done, click Create.

Click Create.

You can then view and edit your plan as needed.

In the Search field enter VP of HR.

Press Enter.

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