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1. Career
Planning
Assessment
Your Company Name

2. 2
Content
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08. Manage Ongoing Process
09. Roadblocks to Succession and Career Planning
10. Overcoming Roadblocks in Succession and Career Planning
11. Performance Improvement Plan
12. Key Development Practices
13. Evaluate , Monitor and Observe Succession Planning
14. Succession Planning Backup Summary
01. Succession and Career Planning Overview
02. Identify the Critical Position
03. Employee Competency and Assessment Grid
04. Succession Plan Sample Flowchart
05. Succession and Career Planning Overview
06. Key Succession & Career Planning Metrics
07. Development of Succession and Career Plan

3. Succession & Career Planning Overview
3
Succession Planning
is an Ongoing
Process
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Identify Critical Positions
Employee Competency and Assessment Grid
Key Succession Planning Metrics
Development of Succession & Career Plan
Manage Ongoing Processes & Action Plan
Training & Development
Evaluate, Monitor & Observe Succession Planning

4. Identify the Critical Position (1/2)
4
Succession Planning
Business - Critical Position 1 Ready Now 1-2 Years >2 Years (Year Estimated)
Head of Sales
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Business - Critical Position 2 Ready Now 1-2 Years >2 Years (Year Estimated)
Head of Operations
✓ Your text here
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Business - Critical Position 3 Ready Now 1-2 Years >2 Years (Year Estimated)
Head of R&D
✓ Your text here
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This slide covers the
critical positions that
require succession
planning along with the
time frame.

5. Identify the Critical Position (2/2)
5
Instructions
Complete the table for each job using a scale from 1 (low) to 5 (high)
Highest Total Score = Most Critical
Position
Variability in
Performance
Impact on
Strategic
Outcomes
Scarcity of
Resource
Impact on other
Strategic
Activities
Total
Score
Job A 3 4 4 5 16
Job B 4 4 2 2 12
Job C 3 5 4 3 15
Here we have listed job
positions and their
relevance in different
criteria's. Rate the
position on basis of
relevance in those
criteria's
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6. High Performance/
High Potential
Enhance Current
Role
Bad Hire/Replace/
Counseling
Current Role must
be Enhanced
Low Performance/
Low Potential
Succession
Planning
Candidate
Performance
LeadershipPotential
High
HighLow
High
Growth
Limited
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
-
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your audience's attention.
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your audience's attention.
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your audience's attention.
Employee Competency
& Assessment Grid
This model helps to
easily identify
individual’s performance
and potential for the
specific position in the
coming future
6

7. Succession Plan Sample Flowchart
7
This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position
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Name Readiness
Jane Ready Now
John Within 1 Year
Mary 1-2 Years
CEO
Name Readiness
Rich Ready Now
Sally Within 1 Year
Lee 1-2 Years
VP Sales
Name Readiness
Davis Ready Now
Mandy Within 1 Year
Raph 1-2 Years
VP Services
Name Readiness
Chris Ready Now
Steven Within 1 Year
Jack 1-2 Years
VP Marketing

8. Succession Planning Modelling Chart
8
Succession Planning Element Succession Planning Objective Succession Planning Tools
Build a leadership pipeline Ensure organizational leadership sustainability
✓ Leadership talent pool development
✓ Leadership competency development plan
Develop critical function successors
Mitigate impact of attrition and employee mobility
on the utility’s critical functions
✓ Mentoring
✓ Recent retiree consulting
Staff development Develop layers to perform organizational functions
✓ Cross training & work rotation
✓ Staff development plans
Add succession planning element here Add succession planning objective here
✓ Your text here
✓ Your text here
Add succession planning element here Add succession planning objective here
✓ Your text here
✓ Your text here
We have specified here
various planning elements,
objectives and necessary
planning tools that are
required for succession
planning implementation
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9. Key Succession & Career Planning Metrics
9
Does the employee
demonstrate the ability and
qualities to take on additional
responsibilities & roles?
Does the employee have
the skills and experiences
needed to be successful in
his next role?
Whether the employee
seems excited about his or
her current position, or
ready for a career move?
What would be the impact
on the organization when
an employee will leave?
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01 02 03 04 05
0
20
40
60
80
100
Potential Readiness Risk of Loss Impact of Loss Add Key Succession
Planning Metrics here
This slide includes
succession planning
standards to gauge
existing talent, track
succession planning
effectiveness and help
employees grow

10. Development of Succession & Career Plan
10
Business Focus
Text Here
Text Here
Text Here
Skill Development
by Leader
Operational
Efficiency
Business Process
Efficiency
CEO & other
Senior Leader
replacement
SM Focus
Text Here
Individual
Development Planning
20%
1
Executive/ Sr. Leader
Replacement Plaining
30%
2
Succession Plaining
& Management
25%
3
Talent Mobility
& Upgrading
25%
4
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11. Development of Succession & Career Plan
11
Business Focus
Text Here
Text Here
Text Here
Skill Development
by Leader
Operational
Efficiency
Business Process
Efficiency
CEO & other
Senior Leader
replacement
SM Focus
Text Here
Individual
Development Planning
20%
1
Executive/ Sr. Leader
Replacement Plaining
30%
2
Succession Plaining
& Management
25%
3
Talent Mobility
& Upgrading
25%
4
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12. Manage Ongoing Processes (1/2)
12
Name of the Individual
BusinessAcumen
Dealingwith
Ambiguity
DecisionQuality
Developingdirect
Reports&Others
DriveforResults
InterpersonalSavvy
ManagerialCourage
ManagingVision&
Purpose
Managing&
MeasuringWork
PrioritySetting
ProblemSolving
StrategicAgility
John Smith VE E O IE IE N/A SE SE IE VE O IE
Text Here O IE SE E O IE SE N/A E E O SE
Text Here E VE O IE VE N/A VE O O SE IE N/A
N/A - Not Applicable, IE - Ineffective,
SE - Somewhat Effective, E - Effective,
VE - Very Effective, O - Outstanding
Name of the Individual
Tenaciously
Resourceful
Passionately
Aligned
Dynamically
Responsive
Derailers
BetrayalofTrust
Defebsiveness
LackofEthics&
Values
Insensitiveto
Others
Performance
Problems
FailuretoStaff
Effectively
TextHere
TextHere
Meghan Jones VE O IE PNP DP NS PP NS NEI PNP DP
Text Here IE N/A SE DP NP NP NEI PNP PNP DP DP
Text Here VE SE IE NS PP PNP DP NEI PP NS DP
Derailed Assessment Rating
NP - Not a Problem, PNP - Probably Not a
Problem, NS - Not Sure, PP - Probably a
Problem, DP - Definitely a Problem, NEI -
Not Enough Information
Cultural Capabilities Rating – N/A, IE, SE, E, VE, O
Leadership Competencies Rating
Here we are assessing
the employees on the
basis of variety of factors
to determine their
readiness for succession
planning
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13. Manage Ongoing Processes (2/2)
13
Employee Information
Name: Current Job Title:
Date of Meeting/Interaction: Individual/s Providing Feedback:
Cultural Capabilities – Provide any feedback on behaviours related to our cultural capabilities
✓ Tenaciously Resourceful ✓ Your Text Here ✓ Your Text Here
✓ Dynamically Responsive ✓ Your Text Here ✓ Your Text Here
✓ Passionately Aligned ✓ Your Text Here ✓ Your Text Here
Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding
✓ Business Acumen N/A ✓ Developing Direct Reports & Others N/A ✓ Managerial Courage N/A
✓ Dealing with Ambiguity IE ✓ Drive for Results IE ✓ Managing & Measuring Work IE
✓ Decision Quality SE ✓ Interpersonal Savvy SE ✓ Priority Setting SE
Describe Purpose for rating/s above, be as specific as possible
✓ Your Text Here
Functional Competencies
✓ Your Text Here
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14. 0% 10% 20% 30% 40% 50% 60% 70%
Lack of a Talent Assessment Database
Lack of Top Management Support
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Roadblocks to Succession & Career Planning
14This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

15. Overcome Roadblocks in Succession & Career Planning
15
Prioritize Goals/Solutions
Which barrier will
prevent your
success?
What can you do
to reduce this
barrier?
What are your
start & end dates
for reducing the
barrier?
Who can help you
reduce this barrier?
What will be
evidence of
completion?
How will you
measure success
for this goal?
Priority:____________
Process for employee identification
Your text here Your text here Your text here Your text here Your text here Your text here
Priority:____________
Streamline frequency & Duration of
interventions
Your text here Your text here Your text here Your text here Your text here Your text here
Priority:____________
Common tool for progress monitoring
Your text here Your text here Your text here Your text here Your text here Your text here
Priority:____________
Other
Your text here Your text here Your text here Your text here Your text here Your text here
Action Items
This slide shows the
action plan that needs to
be followed in order to
overcome succession
planning roadblocks
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16. Performance Improvement Plan
16
Improvement Objectives
What individual should do to
improve performance
Success Criteria
Set the success
criteria's here
Additional Support Required
Support that an individual require in
order to achieve standards
Review Schedule
When will the progress be
reviewed ?
Objective Outcome
Action to be taken if objectives
are not met
Your text here Your text here Your text here Your text here Your text here
Your text here Your text here Your text here Your text here Your text here
Your text here Your text here Your text here Your text here Your text here
Your text here Your text here Your text here Your text here Your text here
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In order to train and
develop the employees
for future positions, we
have specified a plan

17. Key Development Practices
17
Action learning Experiential learning
Cross - functional job rotations Experiential learning
360 - degree feedback Assessment
Exposure to senior executives Education
External coaching Coaching
Global job rotations Experiential learning
Exposure to strategic agenda Education
Your text here Text here
Least–MostMeaningful
Initiative Type of Developmental Practice
List down the talent and
development initiatives
for succession planning
along with the
development practices
that needs to be
undertaken
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18. Evaluate, Monitor & Observe Succession Planning
18
Succession
Planning Task
Status Start Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec
Task 1 Ongoing DD-MM-YY
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Add text here DD-MM-YY
Task 5 Add text here DD-MM-YY
Task 6 Add text here DD-MM-YY
Task 7 Add text here DD-MM-YY
Task 8 Add text here DD-MM-YY
Task 9 Add text here DD-MM-YY
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
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Continuously evaluate
and monitor succession
planning process with
the help of table
mentioned

19. Succession Planning Backup Summary – Simple Format
19
Key
Position Title
Incumbent
Name
Position Vulnerability Succession Candidate Names
Open in
<1 year
Open in 1-3 years
Open in
3+ years
Ready in
<1 year
Ready in
1-3 years
Ready in
3+ years
Head of Marketing Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Executive Staff Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of R&D Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 6 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
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This table covers key
positions for succession
along with name of
candidates and their
relevant positions

20. Succession Planning Backup Summary – Detailed Format
20This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
Title:Name:
Key Strengths:
Indicate key technical competencies
Development Needs:
Indicate the requirements for the next level
Development Actions:
1) On The Job:
Action plan for employee this year
2) Special Assignment:
Assignments to be given this year
3) Training:
Training recommended for development
Overall Performance Summary:
Indicate recent performance details
Potential for Promotion:
Indicate the employee readiness level
Ready now for the next level
Ready now for the next level
Ready now for the next level
Recommended Next Position:
Highlight the details of next assignment
Your Text Here:
Highlight the details of your content
Your Text Here:
Highlight the details of your content
List down the employee
strengths and training
and development needs
for future job positions

21. Career Planning Assessment Icons Slide
21

22. 22
Additional Slides

23. Our Company
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audience's attention.
Value Clients
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audience's attention.
Premium Services
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audience's attention.
About us
23

24. Meet Our
Team
24
Name Here
Designation
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Name Here
Designation
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Name Here
Designation
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25. Timeline
25
20192015 2016 2017 2018
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26. Financial
26
39%
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Minimum
55%
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audience's attention.
Medium
79%
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Maximum

27. Our Mission
27
Vision
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Mission
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Goal
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28. Comparison
28
Twitter user
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audience's attention.
70%
LinkedIn user
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audience's attention.
60%
Facebook user
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audience's attention.
90%

29. Thank You
29
Address
# street number, city, state
Contact Numbers
0123456789
Email Address
emailaddress@123gmail.com