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Run: Succession Plan Worksheet

Identify critical roles, assess successor readiness, and close talent gaps with a clear development plan. Keep succession decisions documented and aligned ac...

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Critical Role Identification

Critical Role Title (required)

Enter the position title being reviewed for succession planning.

Department (required)

Enter the department or function the role belongs to.

Business Impact Level (required)

Select the level of impact this role has on business continuity and performance.

Succession Priority (required)

Select how urgently this role requires a succession plan.

Successor Readiness

Potential Successors (required)

List potential successors and any relevant notes about each candidate.

Overall Successor Readiness (required)

Rate the overall readiness of the strongest successor for this role.

Estimated Readiness Timeline (required)

Select the estimated time needed for the top successor to be ready.

Bench Strength (required)

Assess the depth of the talent pipeline for this role.

Readiness Gaps

Critical Capability Gaps (required)

Describe the key skills, experiences, or competencies that are missing.

Risk if Role Remains Unfilled (required)

Describe the business risk if no successor is ready when needed.

Gap Severity (required)

Rate how severe the readiness gap is for this role.

Development Actions

Development Plan (required)

Create a development plan with actions, timelines, and success criteria.

Key Development Actions (required)

Summarize the most important actions needed to improve readiness.

Target Completion Date (required)

Select the date by which the development actions should be completed.

Succession Summary

Succession Recommendation (required)

Summarize the recommended succession approach for this role.

Review Cadence (required)

Select how often this succession plan should be reviewed.

Plan Owner (required)

Enter the person responsible for maintaining the succession plan.

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Email (required)

Your name (optional)

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