1.
Career Path
Planning
Your Company Name

2.
Content
Development Of Succession And Career Plan
Succession & Career Planning Overview
Identify the Critical Position
Employee Competency & Assessment Grid
Succession Plan Sample Flowchart
Succession Planning Modelling Chart
Key Succession & Career Planning Metrics
Succession Planning Backup Summary
Manage Ongoing Process
Roadblocks To Succession And Career Planning
Overcoming Roadblocks In Succession And Career Planning
Performance Improvement Plan
Key Development Practices
Evaluate, Monitor and Observe Succession Planning
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10
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12
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3.
Succession & Career Planning Overview
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Succession Planning is an Ongoing Process
Identify Critical
Positions
Employee Competency
and Assessment Grid
Key Succession
Planning Metrics
Development of
Succession & Career Plan
Manage Ongoing
Processes & Action Plan
Training &
Development
Evaluate, Monitor & Observe
Succession Planning
3

4.
Identify the Critical Position (1/2)
Succession Planning
Business - Critical Position 1 Ready Now 1-2 Years >2 Years (Year Estimated)
Head of Sales
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
Business - Critical Position 2 • Ready Now • 1-2 Years • >2 Years (Year Estimated)
Head of Operations
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
Business - Critical Position 3 • Ready Now • 1-2 Years • >2 Years (Year Estimated)
Head of R&D
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
• Your text here
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This slide covers the
critical positions that
require succession
planning along with
the time frame.
4

5.
Identify the Critical Position (2/2)
Position
Variability in
Performance
Impact on
Strategic
Outcomes
Scarcity of
Resource
Impact on other
Strategic
Activities
Total
Score
Job A 3 4 4 5 16
Job B 4 4 2 2 12
Job C 3 5 4 3 15
Instructions
• Complete the table for each job using a scale from 1 (low) to 5 (high)
• Highest Total Score = Most Critical
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Here we have listed
job positions and their
relevance in different
criteria's. Rate the
position on basis of
relevance in those
criteria's

6.
Employee Competency & Assessment Grid
Low
High
High
Performance
LeadershipPotential
High
Growth
Limited
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
High Performance/
High Potential
Enhance
Current Role
Bad
Hire/Replace/Counseling
Current Role must be
Enhanced
Low Performance/
Low Potential
Succession
Planning
Candidate
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This model helps to
easily identify
individual’s performance
and potential for the
specific position in the
coming future
6

7.
Succession Plan Sample Flowchart
VP Sales
Name Readiness
Rich Ready Now
Sally Within 1 Year
Lee 1-2 Years
VP Marketing
Name Readiness
Chris Ready Now
Steven Within 1 Year
Jack 1-2 Years
VP Services
Name Readiness
Davis Ready Now
Mandy Within 1 Year
Raph 1-2 Years
CEO
Name Readiness
Jane Ready Now
John Within 1 Year
Mary 1-2 Years
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This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position
7

8.
Succession Planning Modelling Chart
Succession Planning Element Succession Planning Objective Succession Planning Tools
Build a leadership pipeline Ensure organizational leadership sustainability
• Leadership talent pool development
• Leadership competency development plan
• Your Text Here
Develop critical function successors
Mitigate impact of attrition and employee mobility on
the utility’s critical functions
• Mentoring
• Recent retiree consulting
• Your Text Here
Staff development Develop layers to perform organizational functions
• Cross training & work rotation
• Staff development plans
• Your Text Here
Add succession planning element here Add succession planning objective here
• Your Text Here
• Your Text Here
Add succession planning element here Add succession planning objective here
• Your Text Here
• Your Text Here
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We have specified here
various planning
elements, objectives
and necessary planning
tools that are required
for succession planning
implementation
8

9.
Key Succession & Career Planning Metrics
Does the employee
demonstrate the ability and
qualities to take on additional
responsibilities & roles?
Does the employee have
the skills and experiences
needed to be successful
in his next role?
Whether the employee
seems excited about his or
her current position, or ready
for a career move?
What would be the impact
on the organization when
an employee will leave?
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it to your needs and capture your
audience's attention.
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
This slide includes
succession planning
standards to gauge
existing talent, track
succession planning
effectiveness and help
employees grow
0
20
40
60
80
100
Potential Readiness Risk of Loss Impact of Loss Add Key Succession
Planning Metrics here
9

10.
Development of Succession & Career Plan
Business Focus
Text Here
Operational
Efficiency
Business Process
Efficiency
Text HereText Here
Text Here
Skill Development
by Leader
CEO & other Senior
Leader replacement
SM Focus
Talent Mobility
& Upgrading
25%
4
Succession Plaining
& Management
25%
3
Executive/ Sr. Leader
Replacement Plaining
30%
2
Individual Development
Planning
20%
1
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In order to develop a
successful succession &
career plan indicate the
step wise planning
required along with the
business & succession
management focus
10

11.
Manage Ongoing Processes (1/2)
Name of the Individual
BusinessAcumen
Dealingwith
Ambiguity
DecisionQuality
Developingdirect
Reports&Others
DriveforResults
InterpersonalSavvy
ManagerialCourage
ManagingVision&
Purpose
Managing&
MeasuringWork
PrioritySetting
ProblemSolving
StrategicAgility
John Smith VE E O IE IE N/A SE SE IE VE O IE
Text Here O IE SE E O IE SE N/A E E O SE
Text Here E VE O IE VE N/A VE O O SE IE N/A
N/A - Not Applicable, IE - Ineffective,
SE - Somewhat Effective, E - Effective,
VE - Very Effective, O - Outstanding
Leadership Competencies Rating
Name of the Individual
Tenaciously
Resourceful
Passionately
Aligned
Dynamically
Responsive
Derailers
BetrayalofTrust
Defebsiveness
LackofEthics&
Values
Insensitiveto
Others
Performance
Problems
FailuretoStaff
Effectively
TextHere
TextHere
Meghan Jones VE O IE PNP DP NS PP NS NEI PNP DP
Text Here IE N/A SE DP NP NP NEI PNP PNP DP DP
Text Here VE SE IE NS PP PNP DP NEI PP NS DP
Cultural Capabilities Rating – N/A, IE, SE, E, VE, O
Detailer Assessment Rating
NP - Not a Problem, PNP - Probably Not a
Problem, NS - Not Sure, PP - Probably a
Problem, DP - Definitely a Problem, NEI -
Not Enough Information
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Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning
11

12.
Manage Ongoing Processes (2/2)
Employee Information
Name: Current Job Title:
Date of Meeting/Interaction: Individual/s Providing Feedback:
Cultural Capabilities – Provide any feedback on behaviours related to our cultural capabilities
• Tenaciously Resourceful • Your Text Here • Your Text Here
• Dynamically Responsive • Your Text Here • Your Text Here
• Passionately Aligned • Your Text Here • Your Text Here
Leadership Competencies - N/A - Not
Applicable, IE - Ineffective, SE -
Somewhat Effective, E - Effective, VE -
Very Effective, O - Outstanding
• Business Acumen N/A • Developing Direct Reports & Others N/A • Managerial Courage N/A
• Dealing with Ambiguity IE • Drive for Results IE • Managing & Measuring Work IE
• Decision Quality SE • Interpersonal Savvy SE • Priority Setting SE
Describe Purpose for rating/s
above, be as specific as possible
• Your Text Here
Functional Competencies
• Your Text Here
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Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning
12

13.
Roadblocks to Succession & Career Planning
13
0%
10%
20%
30%
40%
50%
60%
70%
Lack of a Talent
Assessment
Database
Lack of Top
Management Support
Add Text Here Add Text Here Add Text Here Add Text Here
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
This slide specify the
obstacles in the
pathway of
succession planning,
in percentage

14.
Overcome Roadblocks in Succession & Career Planning
Prioritize
Goals/Solutions
Which barrier will
prevent your
success?
What can you do
to reduce this
barrier?
What are your
start & end dates
for reducing the
barrier?
Who can help
you reduce this
barrier?
What will be
evidence of
completion?
How will you
measure success
for this goal?
Priority:____________
Process for employee identification
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Priority:____________
Streamline frequency & Duration of
interventions
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Priority:____________
Common tool for progress monitoring
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Priority:____________
Other
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
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Action Items
This slide shows the
action plan that
needs to be followed
in order to overcome
succession planning
roadblocks
14

15.
Performance Improvement Plan
15
Improvement
Objectives
What individual should do to
improve performance
Success Criteria
Set the success
criteria's here
Additional Support
Required
Support that an individual require
in order to achieve standards
Review Schedule
When will the progress be
reviewed ?
Objective Outcome
Action to be taken if objectives
are not met
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
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In order to train and
develop the
employees for future
positions, we have
specified a plan

16.
Key Development Practices
Initiative
Type of
Developmental Practice
Action learning Experiential learning
Cross - functional job rotations Experiential learning
360 - degree feedback Assessment
Exposure it senior executives Education
External coaching Coaching
Global job rotations Experiential learning
Exposure to strategic agenda Education
Your text here Text here
Your text here Text here
Your text here Text here
Your text here Text here
Least–MostMeaningful
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List down the talent and
development initiatives
for succession planning
along with the
development practices
that needs to be
undertaken
16

17.
Evaluate, Monitor & Observe Succession Planning
Succession
Planning
Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec
Task 1 Ongoing
DD-MM-
YY
Task 2 Finished
DD-MM-
YY
Task 3 Ongoing
DD-MM-
YY
Task 4 Add text here
DD-MM-
YY
Task 5 Add text here
DD-MM-
YY
Task 6 Add text here
DD-MM-
YY
Task 7 Add text here
DD-MM-
YY
Task 8 Add text here
DD-MM-
YY
Task 9 Add text here
DD-MM-
YY
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
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Continuously
evaluate and monitor
succession planning
process with the help
of table mentioned
17

18.
Succession Planning Backup Summary – Simple Format
Key
Position Title
Incumbent
Name
Position Vulnerability Succession Candidate Names
Open in
<1 year
Open in 1-3
years
Open in
3+ years
Ready in
<1 year
Ready in
1-3 years
Ready in
3+ years
Head of Marketing Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Executive Staff Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of R&D Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 6 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
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This table covers key
positions for
succession along
with name of
candidates and their
relevant positions
18

19.
Succession Planning Backup Summary – Detailed Format
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Name: Title:
Dan
Marino
Overall Performance Summary:
Indicate recent performance details
Dan
Marino
Key Strengths:
Indicate key technical competencies
Dan
Marino
Development Needs:
Indicate the requirements for the next level
Development Actions:
Dan
Marino
Potential for Promotion:
Indicate the employee readiness level
Dan
Marino
Your Text Here:
Highlight the details of your content
1) On the Job:
Action plan for employee this year
2) Special Assignment:
Assignments to be given this year
3) Training:
Training recommended for development
Ready now for the next level
Ready now for the next level
Ready now for the next level
Dan
Marino
Recommended Next Position:
Highlight the details of next assignment
Your Text Here:
Highlight the details of your content
List down the
employee strengths
and training and
development needs
for future job
positions
19

20.
20
Coffee Break
We will start again after
30 Minutes.

21.
Career Path Planning for Icons Slide
A
21

22.
22
Additional Slides

23.
Our Mission
Vison
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Goal
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Mission
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24.
Our Team
24
Name Here
Designation
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Name Here
Designation
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Name Here
Designation
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25.
Location
75%
Australia
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sales
70%
India
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sales
80%
USA
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sales
86%
China
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sales
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26.
Comparison
60%
40%
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Text Here
50%
50%
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27.
Financial
27
48%
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Minimum
60%
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Minimum
75%
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Minimum

28.
Idea Generation
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29.
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Magnifying Glass
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30.
Thankyou
Address
# street number, city, state
Email Address
emailaddress123@gmail.com
Contact Numbers
0123456789
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