Staffing Forecasting and Succession Planning Template
Current: (insert month & year here)
Identify business critical roles
Critical
Role.
1
Criticality
Explanation/Business Impact
Insert into this section the criterion identified which make this role
‘critical’
Insert into this section the key business functions which are
impacted by this role and potential implications of knowledge gaps
2
3
Critical Role Profiles (for each role identified above)
Reports to:
<Insert name/title of person the role reports to>
Job purpose:
Insert into this section the main purpose of the role e.g. The main purpose of the position is to grow profitable sales turnover
and systematically develop sales opportunities…
Key accountabilities:
Insert into this section the key role responsibilities i.e. What will they be expected to demonstrate
KPIs:
Linked to the above, what achievements will success in this role be measured on?
Typical decisions:
Insert into this section the day to day decisions undertaken in this role
Key competencies:
Summarise the behavioural and role based skills and competencies required
Person specification:
Insert into this section essential professional qualities and experience, plus any essential and preferred qualities
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Staffing Forecasting and Succession Planning Template
Future Staffing Needs
No.
Objectives
Measures of Performance
1
Insert into this section the objectives which you would like to
achieve based on the critical role criterion above
2
(e.g. Create a playbook for each critical area of the business)
Insert into this section the measurements which will be used to
assess whether the objectives have been successfully achieved
3
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Staffing Forecasting and Succession Planning Template
Strategy for Achieving Objectives
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Staffing Forecasting and Succession Planning Template
Strategies
Step by Step Plan
a. Break down each objective into clear and ordered steps which need to be taken
to achieve the objective that you have set.
Insert into here each of the
objectives which you listed
above
Due Date
Name
Insert here the
date by which
each step should
be completed
Insert here the
person(s)
responsible for
completing
each step
b.
c.
d.
a. Based on critical roles identified, document all knowledge areas at risk
E.g. Introduce team rotation
and shadowing programme
b. Design a schedule allowing employees to spend time in other areas of the
business, to expand their knowledge
c.
Set personal development objectives for each employee
d. Set a timeline and target number of employees to have been seconded to other
areas of the business
a.
b.
c.
d.
a.
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Staffing Forecasting and Succession Planning Template
b.
c.
d.
a.
b.
c.
d.
Individual Development Plan
Yr. 1 Developmental Goal:
Development Goal
Yr. 2 Developmental Goal:
Development
Activity
Support Required
Yr. 3 Developmental Goal:
Priority
Role Behaviours
Evidence of
Accomplishment
1.
2.
3.
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