HR SUCCESSION 101
The Basics…
By Robin Bullock PHR
Succession… What does it mean?
> a number of persons or things following one
another in order or sequence.
 > the right, act, or process, by which one person
succeeds to the office, rank, estate, or the like,
of another.
 >the assumption of a position or title, the right to
take up a position or title, or the order in which a
position or title is taken up
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What is Succession Planning?
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Succession planning is the deliberate
preparation and recruiting (normally by HR
Departments or assigned company
management) plan that strengthens growth in
leadership and management, prepares for
unexpected turnover or expected retirement in
highly critical or decision making positions. A
highly successful plan creates a clear growth
pattern for high performers in the organization
and predicts the metrics or skills needed for
future success.
Planning, Planning, Planning
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Career planning. An employee-centered practice of identifying the
interests of the employee and assisting that individual, as well as
providing personal development options consistent with those
talents and interests.
Career management. An organization-centered practice of creating
jobs and organizational structures that promotes the achievement of
business objectives.
Replacement planning. A shorter-termed practice of identifying
replacements for personnel in key operating functions.
Succession planning. The future-focused practice of identifying the
knowledge, skills and abilities to perform certain functions and then
developing a plan to prepare multiple individuals to potentially
perform those functions.
www.shrm.org/research/articles/successionplanning
Preparing a Succession Plan – Step one
Develop first with C Suite buy-in the purpose
and reason.
 Determine the metrics and key factors as well as
what positions will be involved in the plan
 How often will the plan be reviewed?
 Who will have access to the plan?
 What format will it take? Training?
 How will we know it’s working? Successful?
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Key Components….
Preparation of Tool
 Deliberate Metrics and Key drivers
 Highly Successful Leaders and top of bell curve
10% performers
 Include the A, B, & C performers
 Predicts the key areas of vulnerability
 Plans for the future
 Creates a clear path for success for both
company and individual
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Who, When, and How?
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The HR Department normally is involved and assists
with the C Suite with the succession plan
HR files the plan behind lock and key
The plan is reviewed at key times normally quarterly or
annually depending on the size of the company
Succession planning is a focused (but not necessarily
complicated) program of keeping talent in the pipeline. It
is generally a 12- to 36-month process of preparation,
not pre-selection.
All organizations can benefit from Succession planning
no matter what size or location
Choosing by position….
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C Suite – CEO, CFO, COO, CAO, CIO
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Key Critical positions – Regional Directors, Regional
Sales, Corporate HR, Corporate IT, Corporate
Accounting
Highly unique positions –
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These are key positions that if left open can leave a company
vulnerable and susceptible to take overs and public scrutiny
Education and experience are hard to get in the market (ex; laser
surgery, professional engineers with specific study, program
writers, specialized recruiters)
Positions with high amount of expected retirement
Sample Succession Plan for
Management
Name
Yrs
Service
Experience
# of
employees
Turnover
Current
Position
Metric
Ability to
Relocate
Rank
Rate
John Doe
5
100 – 2.5%
22 M
No
1
A
Jane
Smith
22
250 – 18%
45M
Yes
1
B
Joe Mike
7
55 – 40%
9M
No
3
C
Elizabeth
Angel
3
80 – 9%
12 M
Yes
2
A
Monty
Knott
1
25 – 45%
8M
Yes
3
A
Succession plan for key position
IT – Director or Key Manager
Possible
Critical skills Training Yrs
Candidate
Needed Of
For us
Exp
Ind
Business
Joe Smith
IT writer
and
developer
Last contact made
Who knows them?
None
15
Tiles/Floor
Jane Doe
None
22
Mkt. com
Just recruiting tool
HR Dir. Knows
Can Do
Poss.
Programs
9
Unemployed
Ready now
Bet More
systems
4
Smarty
Pants
New to
career
3
Succession plan for Retirement
Pull workforce years of experience
 Survey employees with 25 years or more
experience in industry
 Survey those we know retiring
 Create chart of dates for retirement
 Develop autobiography of workers path in career
and with company
 Spreadsheet of open positions in next 12-60
mos.
 Update regularly
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Succession Planning Recap
Prepare
 Plan
 Promote
 Update
 Train
 Communicate
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