What’s the process flow for succession planning?

Succession planning helps to identify successors for key employees and ensure continuity in your organization.

1. Identify key people in your organization for whom you want to create succession plans. You can also identify key jobs and positions for which you want to create succession plans.
2. Review the impact of loss and risk of loss of people for whom you want to create succession plans.
3. Identify internal and external candidates for the role the succession plan was created.
4. Evaluate the readiness of the candidates.
5. Plan for grooming the candidates to fit the role of the succession plan by creating development goals for them. You can create a talent pool that includes these candidates and assign the development goals to them.
6. Create succession plans for the key persons and jobs and positions that you’ve identified.
7. Add the candidates and indicate their readiness. You can also use best-fit or AI based candidate suggestions to find suitable candidates for your succession plans. Or you can add candidates from talent pools.
8. Add owners who will manage the succession plan. You can have owners who can only manage candidates or who can manage the entire plan.
9. Indicate if the owners need to be informed of changes in job roles of the candidates or incumbents.
10. Monitor the performance of the candidates and adjust the readiness of the candidates in the succession plan.