Succession Plan Worksheet

A structured EPMS template for identifying critical roles, evaluating successor readiness, documenting talent gaps, and defining development actions.

Critical Role Identification

• Critical Role Title
  Enter the position being reviewed for succession coverage.
• Business Impact if Vacant
  Describe the operational, financial, customer, or compliance impact if this role becomes vacant.
• Vacancy Risk Level
  Select the level of risk associated with this role becoming vacant.
• Estimated Time to Fill
  Estimate how long it would take to replace this role externally.
• Key Role Dependencies
  Identify functions, teams, systems, or stakeholders that depend on this role.

Successor Readiness

No items.

Talent Gaps and Risk Factors

• Readiness Gaps
  List the specific experience, exposure, or capability gaps that must be closed.
• Risk Factors
  Document factors that may affect succession timing, including retention risk, workload, or organizational changes.
• Bench Strength
  Assess the depth of the talent pool for this role.
• Successor Retention Risk
  Estimate the likelihood of losing a key successor within the next 12 months.

Development Actions

• Development Plan
  Create a structured plan with stretch assignments, coaching, and formal learning tied to readiness gaps.
• Immediate Development Actions
  Summarize the top 2-3 actions that will accelerate readiness in the next review cycle.
• Support Needed
  Document manager, HR, or executive support required to execute the plan.

Succession Summary

• Overall Succession Status
  Select the current succession coverage status for this role.
• Target Readiness Date
  Estimate when the primary successor should be ready to assume the role.
• Manager Summary
  Summarize the succession decision, key risks, and next steps using observable evidence.
• HR Review Notes
  Capture HR calibration notes, talent review feedback, or follow-up actions.