Conduct Succession Review

Succession planning ensures business continuity and provides growth opportunities within the organization. It helps identify potential successors for key roles, mitigating risks and preparing for future transitions.

This activity is used to conduct succession reviews.

Explanation

Team managers can perform this activity on the Succession Plans page in the Manager Services section. HR professionals can access the same page via the HCM Services Navigation.

Steps to Perform Succession Planning

Visit the Succession Plans Page
1. Key job roles and incumbents (team members) will be listed for the latest assessment period. (If not listed please refer to the activity create succession plan).
2. Each succession planning record includes a nested list of successors. Click the downward arrow icon next to a record to expand it and add or manage potential successors.
The nested list of successors includes the following fields
1. Successor field
  Select a potential successor from the list of available persons (usually your team members and their teams).
2. Succession Timeline field
  Choose a suitable succession timeline from the pre-defined list provided by your organization. This represents the duration a potential successor will take to be eligible for the key job role.
3. Action Plan field
  Outline development steps or support needed to prepare the potential successor for the target role. This may include training, mentoring, stretch assignments, or planned exposure to specific responsibilities.
4. Flight Risk field
  This read-only field indicates if the selected successor is at risk of leaving the organization, based on their talent assessment.
5. Status field
  This field represents the status of the successor’s assignment to the selected incumbent. If the assignment is no longer active, the status will be marked as inactive.

Succession Plans Overview

In addition to the mandatory information required to create a succession plan (Incumbent, Job, Company, and Assessment Period), the overview includes the following details:

Succession Timeline fields
For each succession timeline defined by your organization, a dedicated field will be displayed in the succession plan list. This field shows potential successors identified in the nested list of successors.
Example: If you have identified Sam and Jenny as potential successors for Jakob's role as a recipe manager within the "1-2 Years" succession timeline, the Succession Plan overview will have a field named "1-2 Years". Sam and Jenny's names will be mentioned, separated by commas, against Jakob's succession plan under the "1-2 Years" field.
Organization or Team fields
This read-only field displays the team or organizational unit to which the selected incumbent is primarily assigned.
Flight Risk field
This read-only field indicates if the incumbent is at risk of leaving the organization, based on their Talent Assessment.
Comments field
Add any additional comments or observations.
Status field
This field represents the current stage of a succession plan assessment.

Page Search Tips

At the top of the list, you'll see two check boxes, Both selected by default.

Active Records: When selected, this check box shows only the ongoing Succession Plans. To view all records, including completed ones, clear this check box.
Direct Reports: When selected, this check box shows succession plans of your direct reports. To view records of your direct reports and any additional team members you have access to (such as members reporting to your direct reports and extended team members), clear this check box.

Prerequisites

Succession plan Created.

System Effects

Succession plans are updated.
Succession plan status changed.