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Run: Critical Role Identification and Vacancy Risk Worksheet

Use this worksheet to score a role’s business impact, replacement difficulty, and incumbent risk so you can decide which positions need succession planning f...

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Worksheet Overview

Assessment period (required)

Enter the planning cycle or review period, such as FY2026 Q1.

Business unit / function (required)

Name the business unit, function, or department being reviewed.

Assessor name (required)

Name of the person completing the worksheet for audit trail purposes.

Assessor role (required)

Job title or role of the person completing this assessment.

Scoring scale used

Use a 1-5 scale unless your organization has a different approved rubric: 1 = low, 3 = moderate, 5 = very high.

Role Identification

Role title (required)

Official role title being evaluated.

Job family

Optional job family or career track for grouping similar roles.

Primary location

Primary work location if relevant to succession planning.

Incumbent status (required)

Indicate whether the role is currently filled, vacant, or has multiple incumbents.

Incumbent tenure in years

Approximate tenure of the current incumbent, if applicable.

Role notes

Brief notes on scope, dependencies, or unique responsibilities. Avoid collecting unnecessary PII.

Criticality Scoring

Business impact score (required)

How severely would performance, operations, compliance, customer service, or revenue be affected if this role were vacant?

Replacement difficulty score (required)

How difficult would it be to source, hire, or internally move a qualified replacement?

Incumbent risk score (required)

Rate the risk of unexpected vacancy based on retirement eligibility, turnover risk, health, or other known factors. Do not collect health details; use only the minimum necessary information.

Is this a critical role? (required)

Select yes if the combined score and business judgment indicate this role should be included in the succession plan focus list.

Criticality rationale

Summarize why the role was or was not classified as critical, including key dependencies or continuity risks.

Succession Planning Follow-Up

Succession priority (required)

Priority for succession planning follow-up.

Target readiness timeline

Estimated timeline for identifying or preparing successors.

Identified successor pool

Select the available successor pool categories that apply.

Recommended follow-up actions

List the next actions, such as development plans, talent reviews, knowledge transfer, or contingency planning.

Review and Attestation

Reviewed with business leader (required)

Confirm the assessment was reviewed with the relevant leader or talent partner.

Yes No N/A

Data minimization acknowledgment (required)

Confirm that only minimum necessary information was collected and no unnecessary PII was entered.

Yes No N/A

Attestation (required)

Sign to confirm the scoring and follow-up recommendations are accurate to the best of your knowledge.

Submission date (required)

Date the worksheet was completed.

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