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Succession Planning Checklist

 

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Succession Planning Checklist This Succession Planning Checklist gives a description of the 10-step process for planning and managing a succession program in business organizations. The checklist will be helpful for top managers, business planners and analysts who treat for performance management and employee development.


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  1. Set Expectations. At the first step you need to define the senior management’s expectations and preferences regarding your new program. Through communicating with the senior management of your organization, you can clarify the expectations and preferences. Once identified all the information should be added to a worksheet which is a tool for planning and managing your new program.
  2. Make Competency Models. This step requires you to write a description of employee knowledge, skills, attitudes and abilities required for achieving exemplary performance. Such a description is called "competency model". Competency models serve as blueprints of employee talents required at present and in the future.
  3. Conduct Assessment. The idea behind this step is to assess employees against the requirements (skills and knowledge) listed in your competency models and to identify gaps between competencies employees currently possess and talents described in the models.
  4. Measure Performance. Once the gaps are identified the next step is to measure employee performance. This procedure aims at establishing a system of KPIs to measure employee performance and compare results with exemplary performance described in your competency models. The step results in developing a matrix that shows competency gaps and performance mismatches. Ideally there should be no gaps and mismatches.
  5. Assess Potential for Success. This procedure requires you to assess individual potential for success, taking into account existing competency gaps and performance mismatches. Because potential assessment lets focus on the future, this opportunity allows you to examine available employee talents and assess future possibilities for success and advancement. Through gaining potential assessments you can reduce the probability of program failure and mitigate risks.
  6. Plan Individual Development. This step is about creating guidelines and instruction packages for planning individual development. Once competency gaps and performance mismatches as well as employee potential are clearly determined, you can proceed with preparing a development plan for every employee participating in your training program. Individual development plans should provide details on how employees can develop their skills, knowledge and abilities to the level of exemplary performance.
  7. Implement Individual Development Plans. This step requires you to manage the implementation of individual development plans and track intermediate results. During the implementation you need to measure success, review current level of employee competency, and check if competency gaps are minimized (or completely removed). All this information should be added to your form.
  8. Make a Talent Inventory. This step requires you to review final results of the implementation to see whether employees have developed their skills and knowledge to the level of exemplary performance. You will need to gather information about pools of developed talents and then make an inventory that includes only those talents required for achieving exemplary performance. Such an inventory is one of the most important elements to state success or failure of your program. As many talents are developed as many chances for success your program gains.
  9. Establish Accountability. This step is about assigning people to managing benefits. Managers will be accountable for guiding and leading employees whose skills and knowledge fit into the talent inventory. ...


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