Employee Succession Planning Checklist ( HR )

This checklist guides HR personnel through the process of succession planning, ensuring that the organization is prepared for future leadership and critical role transitions. It outlines the steps required to identify and develop internal talent for key positions.

• Identify Key Positions

  List positions critical to the organization's success, including leadership roles and specialized functions that require specific knowledge or skills.

• Define Competencies and Skills

  Outline the essential skills, experiences, and competencies required for each key position to ensure clarity on what is needed for succession.

• Assess Current Talent

  Evaluate current employees to identify potential successors who possess the necessary skills and competencies for the key positions.

• Create Development Plans

  Develop tailored training and development plans for identified successors to bridge any gaps in skills and prepare them for future roles.

• Implement Mentorship Programs

  Pair potential successors with current leaders or experienced staff to facilitate knowledge transfer and skill development.

• Regularly Review and Update Plans

  Schedule regular check-ins to review the succession plan and make necessary adjustments based on organizational changes or employee development progress.

• Communicate the Plan

  Ensure that all relevant stakeholders are aware of the succession planning process and the roles of potential successors.