succession-planning

Business

Identify critical roles and develop succession pipelines with readiness assessment

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Succession Planning Skill

Overview

The Succession Planning skill provides capabilities for identifying critical roles, assessing internal talent readiness, and building leadership pipelines. This skill enables strategic talent planning through 9-box matrices, readiness assessments, and development tracking.

Capabilities

Critical Role Mapping

Map critical roles and succession risk levels
Calculate role criticality scores
Identify single points of failure
Assess vacancy impact
Track succession coverage

Candidate Assessment

Assess internal candidate readiness
Evaluate performance and potential
Calculate readiness timelines
Track development progress
Compare candidates objectively

9-Box Matrix

Generate 9-box talent matrices
Plot performance vs. potential
Categorize talent segments
Track movement over time
Generate cohort analytics

Development Planning

Create individual development plans
Link gaps to development actions
Track plan execution
Connect to learning resources
Monitor progress milestones

Readiness Metrics

Track succession readiness metrics
Calculate bench strength
Monitor pipeline health
Report coverage gaps
Trend readiness over time

Reporting

Build role-based competency requirements
Generate succession bench reports
Create executive dashboards
Support board reporting
Maintain confidential succession records

Usage

Critical Role Assessment

const roleAssessment = {
  role: 'VP of Engineering',
  criticality: {
    factors: {
      businessImpact: 5,
      specializedKnowledge: 4,
      externalScarcity: 4,
      developmentTime: 5
    },
    vacancyRisk: {
      incumbent: {
        retirementYears: 3,
        flightRisk: 'medium'
      }
    }
  },
  currentSuccessors: [
    { id: 'EMP-001', readiness: 'ready-now', developmentPriority: 'low' },
    { id: 'EMP-002', readiness: 'ready-1-2-years', developmentPriority: 'high' },
    { id: 'EMP-003', readiness: 'ready-3-plus-years', developmentPriority: 'medium' }
  ],
  targetBench: {
    readyNow: 1,
    ready1to2: 2,
    emergency: 1
  }
};

9-Box Analysis

const nineBoxConfig = {
  population: {
    scope: 'director-plus',
    department: 'all'
  },
  axes: {
    performance: {
      source: 'latest-review-rating',
      thresholds: [2.5, 3.5]
    },
    potential: {
      source: 'manager-potential-rating',
      thresholds: [2.5, 3.5]
    }
  },
  output: {
    matrix: true,
    distribution: true,
    movementAnalysis: true,
    actionRecommendations: true
  }
};

Process Integration

This skill integrates with the following HR processes:

Process	Integration Points
succession-planning-process.js	Full succession workflow
leadership-development-program.js	Development planning
performance-review-cycle.js	Performance input

Best Practices

Regular Review: Update succession plans at least annually
Diverse Pipeline: Ensure diversity in succession candidates
Development Focus: Succession without development is wishful thinking
Transparency: Balance confidentiality with candidate development
Board Visibility: Report on critical role succession to board
Emergency Plans: Always have emergency successors identified

Metrics and KPIs

Metric	Description	Target
Bench Strength	Ready-now successors per critical role	>1
Succession Coverage	Critical roles with identified successors	100%
Internal Fill Rate	Leadership roles filled internally	>70%
Diversity Pipeline	Diverse candidates in pipeline	Reflects workforce
Development Completion	Successor IDP completion rate	>80%

Related Skills

SK-009: Training Needs (development input)
SK-007: 360 Feedback (readiness data)
SK-006: Performance Review (performance data)