Succession Planning Workflows?

  • 17 May 2022
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Are there any recommended succession planning workflows for HRBPs and managers?


Best answer by Alex Williams 17 May 2022, 16:41

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TAKE NOTE: Job Intelligence Engine (JIE) must be enabled before utilizing the Succession Planning tool. JIE supports Succession Planning in several ways, including curating a list of recommended successors for critical roles and providing AI-powered Match Score Ratings for each successor.



Identify critical roles

The first stage of the succession planning process is to identify roles that require planning and preparation.

Discussions held with leadership, management, and stakeholders can determine business needs and current and future struggles. From these discussions, critical skills and roles are identified. This data is used to initiate the planning process.


  1. Define business needs and current and future struggles.

  2. Identify critical skills and roles required to satisfy needs and overcome struggles.

  3. Create a succession plan for critical roles starting with the current employee profiles.

Identify recommended successors

Attributes and skills found in employee profiles help drive the successor pool of recommendations. On the succession plan management page, the HRBP makes informed decisions based on AI-derived match scores. Incumbents with comparable skills and proficiencies are presented with the highest scores. The HRBP adds and removes successors based on these scores.


  1. Navigate to the succession plan management page of the desired role/plan.

  2. Under successors in the rightmost table of the page review each match score.

  3. Remove incumbents with low scores by clicking on the trash can icon.

  4. Scroll down to the recommended successors section.

  5. Add incumbents with high scores to the succession plan.

The succession plan management page with ordered list of successors, number of succession roles, succession readiness states, match scores, and editing options.

Review qualifications

Successor qualifications are evaluated by reviewing individual profile pages. An incumbent’s profile page is also known as the HRBP/Manager View.

The HRBP/Manager View is accessed by clicking on the name of the incumbent on the home page or succession plan management page. In the HRBP/Manager View users are granted special permissions to view sensitive incumbent data such as competencies and proficiencies, accomplishmentspotentialmobility preferences, performance ratings, and risk/impact of loss.


  1. Navigate to the HRBP/Manager View by clicking on an incumbent's name.

  2. Review Performance ratings under the Accomplishments section of the page.

  3. Determine if the Skills listed match the skills needed for the role.

  4. Review the Succession plan featuring section and determine if the employee is a successor on one or more plans.

  5. Add the successor to the desired plan based on the outcome of the evaluation.

Check plan insights

The “Insights” feature provides a wealth of knowledge for HRBPs and managers. Snapshots of overall succession planning health are displayed along with specific role and plan metrics. This data can be used to determine whether or not a succession plan is in line with company goals and objectives.


  1. Navigate to the Insights menu option next to Succession Planning in My Career Hub.

  2. Review insight data bi-weekly or monthly to gauge overall Succession Planning health and progress.

  3. Low percentages for diversity metrics are concerning. Check for trends in the diversity data by Business unitFunctionLevel or Geographic location.

  4. If warranted, add or remove successors from plans to ensure diversity compliance.

  5. Review roles with no succession plans in the Succession roles tab of Insights. Set a date to have new plans created.

For managers

Identify direct reports and total reports

The reports search filter is exclusive to the manager’s home page view of Succession Planning. Using the reports search filter, managers are able to track and maintain plans for team members of varying levels.

Direct report workflow:

  1. Sales managers search for roles specific to their team by selecting Direct reports and Business unit > Sales.

  2. Sales managers then identify incumbents with a high Risk/impact of loss by clicking on the incumbent’s name and viewing their Career Hub profile.

  3. If loss seems likely, the sales managers create pipelines of successors for those roles.

Indirect report workflow:

  1. A district manager reviews the pipeline strength of Total reports in New York by selecting Total reports and Location > New York.

  2. The district manager notes plans with a weak pipeline using the succession plan Note feature on the plan management page.

  3. The district manager then reviews Recommended successors for the plans with weak pipelines.

  4. After finding some great matches, the district manager adds successors to the plans to strengthen their pipelines.