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1. Succession Management Matrix
Potential
Performance
High Medium Low
Star Performer Strong Performer Solid Performer
High
• Completes all important • Completes all important • Completes all important
items items items
• Acts at capability level at • May act at capability level • Fully understands position
least one higher than current one higher than current role
• Is seen as knowledgeable in
role
• Exhibits many leadership and his/her area of expertise
• Acknowledged as a skilled organizational competencies
• Has reached potential
leader and role model beyond current responsibility
• Poor leadership qualities
• Has company influence • Some leadership issues
beyond current role. • ACTION: Continue
• ACTION: Look for leadership
developing skills
• ACTION: Give preparatory opportunities
“stretch” assignments
mMediu
Strong Performer Solid Performer Questionable Performer
• Completes important items • Completes important items • Completes important items
most of the time most of the time most of the time
• Acknowledged as a leader • Shows signs of being a leader • Very proficient in position
Exemplifies leadership and
• At times, exhibits many • Is not seen as a leader in his/
organizational competencies
competencies beyond her area of expertise
• Acts at a level of capability current role responsibility
• ACTION: Improve
one higher than current role
• May be new in position performance, consider a
• ACTION: Improve current lateral move
• ACTION: Leave in current
performance, then develop
job, improve and develop
Low
Solid Performer Questionable Performer Low Performer
• Isn’t getting most of the • Isn’t getting most of the • Isn’t getting most of the
important items done important items done important items done
• Has been acknowledged as a • Capable of making higher • Difficulty performing
team player and role model contribution satisfactorily in his/her
current position
• May be in wrong job or • May be in wrong job or
having non-work distraction having non-work distraction • ACTION: Consider
reassignment, demotion, or
• ACTION: Address • ACTION: Improve
exit option
performance issues performance

2. This table was adapted from work done at Pan Canadian Petroleum and is a helpful
management tool. Understand each cell in the matrix to identify leadership potential.
Plot your current staff into one of the sections, and help them improve their ranking.
Potential
High Medium Low
Star Performer Strong Performer Solid Performer
High
1. 1. 1.
2. 2. 2.
3. 3. 3.
Medium
Strong Performer Solid Performer Questionable Performer
Performance
1. 1. 1.
2. 2. 2.
3. 3. 3.
Low
Solid Performer Questionable Performer Low Performer
1. 1. 1.
2. 2. 2.
3. 3. 3.