Succession Planning High Level actions
left-200545process in action020000process in action-442711-3411700109056225124450012475449339725008953277475615007325451474980003808235476885005478013474345001829189270870001ESTABLISH PROJECT TEAMBusiness owner selects team members to form a succession planning project team and kicks-off the project.5DEVELOP RESEARCH PLANProject team develops a plan to understand the strategic direction and critical work accountabilities and determine who is responsible for each task.9CONDUCT RESEARCHManagers of critical roles complete research activities to understand the capabilities, knowledge, attributes and experience required for each role.13IDENTIFY POTENTIAL SUCCESSORSManagers of critical roles assess candidates to identify 2 to 4 potential successors for each role.17DEVELOP SUCCESSION DEVELOPMENT PLANS (SDP)Potential successor team and potential successor develop a SDP for each potential successor via PDP system. 19COMMENCE DEVELOPMENT ACTIVITIESCommence the development activities outlined in the SDPs.23MAINTAIN POTENTIAL SUCCESSOR ENGAGEMENTPotential successor teams maintain engagement of potential successors by regularly reviewing their SDPs.27ANNUAL REVIEW OF SUCCESSION PLANBusiness owner and project team to validate the area’s succession plan is current and complete every 12 months.2REVIEW GUIDELINESProject team reviews the succession planning guidelines and resources.6CONDUCT RESEARCHComplete research activities including desktop research and meetings with key stakeholders.10COMPLETE SUCCESS PROFILESManagers of critical roles use research findings to complete success profile for each role.14VALIDATE POTENTIAL SUCCESSORSRelevant director and managers of potential successors validate the potential successors are appropriate.18SEEK APPROVAL FOR SUCCESSION DEVELOPMENT PLANSBusiness owner approves SDPs.20MONITOR DEVELOPMENT ACTIVITIESManagers of the potential successors monitor development via the regular PDP process.24PLAN RECRUITMENT AND SELECTIONWhen a critical role becomes vacant the business owner and potential successor teams develop a recruitment and selection plan.28ADJUST SUCCESSION PLAN AS REQUIREDComplete the succession planning steps as required to update and adjust the succession plan.3DEVELOP PROJECT PLANProject lead develops a project plan, including a project schedule and key roles and responsibilities.7IDENTIFY CRITICAL ROLESProject team use research findings to identify and prioritise the critical roles.11VALIDATE SUCCESS PROFILESRelevant director validates the success profile for each role is accurate and complete.15CONFIRM POTENTIAL SUCCESSORSManagers of potential successors speak to them to determine interest and finalise selection.21REGULARLY REVIEW PROGRESS OF POTENTIAL SUCCESSORSAt 4 and 8 months the business owner and potential successor teams review the progress of all potential successors for each role.25ENCOURAGE POTENTIAL SUCCESSORS TO APPLYEncourage potential successors who are ready to apply for the role, while maintaining their expectations4SEEK APPROVAL FOR PROJECT PLANBusiness owner approves project plan.8SEEK APPROVAL FOR CRITICAL ROLESBusiness owner approves critical roles.12SEEK APPROVAL FOR SUCCESS PROFILESBusiness owner approves success profiles.16SEEK APPROVAL FOR POTENTIAL SUCCESSORSBusiness owner approves potential successors.22ASSESS POTENTIAL SUCCESSOR READINESSAt 12 months the business owner and potential successor teams assess the readiness of each potential successor, and adjust SDPs as required.26DEBRIEF UNSUCCESSFUL POTENTIAL SUCCESSORSMeet with unsuccessful potential successors and provide feedback on their performance and ongoing development opportunities. ................
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