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Run: Executive Succession Vacancy Risk Analysis

Assess vacancy risk for a single executive seat by documenting incumbent exposure, bench strength, development gaps, and external hiring constraints. Use it ...

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Inspection Scope and Executive Seat

Executive seat identified with current incumbent

Record the executive role title and current incumbent name or placeholder identifier.

Role criticality level critical (required)

Select the business criticality of the executive seat.

Vacancy tolerance defined critical (required)

Confirm whether the maximum acceptable vacancy duration has been defined for this role.

Yes No N/A

Role dependencies documented

Identify major dependencies that increase continuity exposure if the role becomes vacant.

Reference succession profile available critical (required)

Confirm whether a current succession profile or role profile exists for this executive seat.

Yes No N/A

Incumbent Risk

Incumbent retirement or departure risk within 12 months critical (required)

Rate the likelihood of planned or unplanned departure within the next 12 months.

Health, performance, or availability risk observed critical (required)

Confirm whether there are known factors that could affect the incumbent's availability or continuity in role.

Yes No N/A

Tenure and succession timing pressure

Rate the degree to which tenure, retirement eligibility, or transition timing increases vacancy exposure.

Incumbent knowledge concentration critical (required)

Rate how much critical knowledge, relationships, or decision authority is concentrated in the current incumbent.

Interim coverage plan exists critical (required)

Confirm whether an interim coverage plan is documented and feasible for this role.

Yes No N/A

Internal Bench Risk

Number of ready-now internal successors critical (required)

Enter the count of internal candidates who could step into the role with little or no transition time.

Bench depth for this executive seat critical (required)

Rate the depth of the internal successor bench for this role.

Successor readiness level documented critical (required)

Select the highest documented readiness level among internal successors.

Cross-functional exposure of successors

Rate whether potential successors have the breadth of experience needed to lead the full enterprise scope of the role.

Retention risk among identified successors critical (required)

Rate the risk of losing identified internal successors before they are ready to assume the role.

Development Risk

Individual development plans in place for successors critical (required)

Confirm whether documented development plans exist for identified successors.

Yes No N/A

Development gap severity critical (required)

Rate the size of the gap between current successor capability and role requirements.

Stretch assignments or rotations assigned

Confirm whether successors have planned stretch assignments, rotations, or enterprise exposure tied to readiness.

Yes No N/A

Development milestones on track critical (required)

Rate whether successor development milestones are being met on schedule.

External coaching or executive onboarding plan needed

Confirm whether additional coaching, onboarding, or transition support is required to reduce readiness risk.

Yes No N/A

External Talent Risk

External market availability for this role critical (required)

Rate the availability of qualified external talent in the market.

Time to hire external replacement critical (required)

Estimate the number of months required to recruit and onboard an external replacement.

Compensation or location constraints reduce candidate pool

Confirm whether compensation, geography, or relocation constraints materially reduce the external candidate pool.

Yes No N/A

Risk Rating and Corrective Actions

Overall vacancy risk rating critical (required)

Select the overall vacancy risk level for this executive seat.

Highest continuity exposure driver critical (required)

Select the primary factor driving the vacancy risk assessment.

Corrective actions and mitigation plan

Document actions to reduce vacancy exposure, including successor development, retention actions, interim coverage, or external sourcing.

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