ORGANIZATION NAME

Succession PlanningTool
The Succession PlanningTool will help to understand the staffing and developing needs of current employees.
This tool will enable HR and managers to better assess their workforce needs and create a plan to ensure
their employees may develop their full capabilities. Use HRDs Succession Planning Excel Tool to begin your
process for internal mobility and to maximize employee's skills.
Sample Succession Planning Chart:
This tab of the tool is an HRD Planning Chart. Use this tool, along with HRD Succession Planning Background
Information document, to incorporate information about your current staff to analyze your succession
pklanning needs and their timelines.
Sample Employee Gap Analysis
This tab of the tool allows you to identify the current competencies of your employee in focuse compared to
those needed for the goal position to determine the gaps in skills.
Sample Training Plan
This tab in the tool allows you to transfer those identified gaps into a skill development plan .
Additional Worksheets
Additional worksheets have been added for your convinience. They have been named: Succession Planning
Chart (1), Succession Planning Chart (2), Position Gap Analysis, and Personal Training Plan.
Trouble Shooting & Disclaimer:
If you experience difficulties with the tool, check that appropriate cells have been locked and that all formulas
remain intact. Use the pre-populated sample names and numbers to help you understand the intended use of
the tool.
All the data in the tool is sample data and designed to illustrate how the tool functions. Please fill in your own
numbers and rename categories if needed.
Instructions:
Enter your data into the cells in each worksheet. Analyze the data.

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ORGANIZATIONS NAME

Organizational Succession Planning Chart

(Sample completed Worksheet)
Position
Title

CEO

Incumbent
Name

Potential Sucessor

John Walker
Denise Goth
Tom Smith

Finance Manager

Stacy King
Amanda Lewis

Program Manager

Matthew Hunter
Jeremy Powers

Administrative Manager Megan Simpson

Tom Wilson
Erica Park
Direct Services Staf

Amber Stein

Retirement Status

A
C
C
A
C
C
C
B
C
C
A

Current title

Potential for
retention

Operations Manager
high
Community Support Ma medium
Finance
Supervisor

high
medium
high

Admistrative assistant high

Administrative assistantlow
low

Potential for
Mobility or
Transfer

low
high
medium
low
high
high
high
low
high
medium
low

Potential Internal Training

External Training

Number of
Staff Ready
Now

0
cross training assignments
project assignments

executive MGMT courses

executive MGMT courses

on the job training opportunities

finish CMA courses

on the job training opportunities

n/a

inventory training
on the job training opportunities

n/a
MGMT courses

0
1
1

OUTSIDE HIRE
Team Leader

Denise Goth
Tom Smith
Cindy Thompson
Cindy Thompson

IT Director

Jacob Black
Michelle White

HR Generalist

Jordan Hill
Allan Lawrence

Colour Scale
Red- Critical role to fill
Yellow- Impending vacancy to fill
Green- Potential vacancy

C
C
C
C
A
C
C
C

Direct Service
Direct Service
Direct Service
IT Support
Research Analyst

Retirement Status (potential exit from organization):

A: Retirement likely within 1 year
B: Retirement likely within 3-5 years
C: Retirement unlikely

medium
medium
high
low
high
low
medium

high
medium
medium
high
low
high
high
medium

0
job shadowing, job rotation
job shadowing, job rotation
n/a

MGMT courses
MGMT courses
n/a

overall familiarity with all IT systems

Project and budget MGMT

exposure to internal HR procedures

CHRP designation

0
0

Potential for Mobility of Transfer:

H - high- has the skills and knowledge
M - medium- some interest in future development
L - low- is unlikely to change positions

Number of Staff
Ready in 1-2
Years

Number of
Staff Ready in
3-5 Years

Completed
Gaps Analysis

Training
Plan
Developed

y
Y
Y
Y
Y
Y
y
Y

y
Y
Y
Y
Y
Y
y
Y

ORGANIZATIONS NAME

Position Gap Analysis - CEO

position
incumbent
Potential sucessor
Potential sucessor's current title
Required Competencies
USING CORE COMPETENCY CHART COMPLETE

CEO
John Walker
Denise Goth
Operations Manager
Current Compentencies
HIGHLIGHT EMPLOYEES CURRENT COMPETENCIES

Gaps

0
0

ORGANIZATIONS NAME

Personal Training Plan - Denise Goth

position
incumbent
Potential sucessor
Potential sucessor's current title

CEO
John Walker
Denise Goth
Operations Manager

Identified Gaps
Creative and Innovative Thinking
Development and Continual Learning
Staff Management
Mediating and Negotiating

Internal Training
case study: situational problems

Internal Scheduled Training

Bi-monthly 1/2 day session scheduled

job shadowing John W. for a 30 day assignment Temp assignment in Finance month of June
exposure to bargaining unit meetings
Invited to participate in Step 3 grievance prep
Participant Mgmt. Contract Negotiation Team

External Training
Management course in the field of finance at (name of college)
performance management and compensation course at (name of college)
labour relations course at (name of college)
Executive MBA program

External Scheduled Training

TBD
Performance management 1001 Harvard U. May - August
TBD
Executive MBA program commences Sept 1, 2010

ORGANIZATIONS NAME

Organizational Succession Planning Chart

Position
Title

Colour Scale
Red- Critical role to fill
Yellow- Impending vacancy to fill
Green- Potential vacancy

Incumbent
Name

Potential Sucessor

Retirement Status

Retirement Status (potential exit from organization):

A: Retirement likely within 1 year
B: Retirement likely within 3-5 years
C: Retirement unlikely

Current title

Potential for
retention

Potential for
Mobility or
Transfer

Potential Internal
Training

Potential for Mobility of Transfer:

H - high- has the skills and knowledge
M - medium- some interest in future development
L - low- is unlikely to change positions

External Training

Number of Staff
Ready Now

Number of
Staff Ready in
1-2 Years

Number of
Staff Ready in
3-5 Years

Completed
Gaps Analysis

Training Plan
Developed

Organizational Succession Planning Chart

Position
Title

Incumbent
Name

Potential Sucessor

Colour Scale
Red- Critical role to fill
Yellow- Impending vacancy to fill
Green- Potential vacancy

Retirement Status (potential exit from organization):

A: Retirement likely within 1 year
B: Retirement likely within 3-5 years
C: Retirement unlikely

Retirement Status

Current title

Potential for retention

Potential for Mobility or

Transfer

us (potential exit from organization):

ely within 1 year
ely within 3-5 years

Potential for Mobility of Transfer:

H - high- has the skills and knowledge
M - medium- some interest in future developmen
L - low- is unlikely to change positions

Potential Internal
Training

External Training

Number of Staff
Ready Now

Number of
Staff Ready in
1-2 Years

y of Transfer:
ills and knowledge
nterest in future development
o change positions

Number of
Staff Ready in
3-5 Years

Completed
Gaps Analysis

Training Plan
Developed

ORGANIZATIONS NAME

Position Gap Analysis - (position title)

position
incumbent
Potential sucessor
Potential sucessor's current title
Required Competencies

Current Compentencies

Gaps

ORGANIZATIONS NAME

Personal Training Plan - (Name of Successor)

position
incumbent
Potential sucessor
Potential sucessor's current title
Identified Gaps

Internal Training

Internal Scheduled Training

External Training

External Scheduled Training