This checklist is designed to ensure a systematic approach to identify and develop internal talent for key positions within the organization, ensuring business continuity and effective leadership transition.
List the critical positions within the organization that require succession planning.
Evaluate current employees who may be suitable for these key positions based on skills, experience, and potential.
Create a skills matrix to identify gaps in skills and competencies for each key position.
Design personalized development plans for identified successors to prepare them for future roles.
Regularly review and update the development plans and track the progress of each individual.
Periodically review the succession plan to adapt to changes within the organization or workforce.
Communicate the succession planning process and outcomes to relevant stakeholders to ensure transparency.