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Succession Plan template

2 minute read
£ 15

Our Succession Plan Template strategically outlines a roadmap for identifying and developing internal talent, ensuring a smooth transition and continuity in key roles within the organisation.

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What is a Succession Plan?

A succession plan is a strategic framework designed to identify, develop, and nurture potential leaders within an organisation.

This plan outlines key roles, identifies high-potential employees, and establishes a roadmap for their growth.

The purpose of a succession plan is to ensure a smooth transition of leadership, mitigate talent gaps, and promote the long-term sustainability of the organisation by fostering a pipeline of capable leaders ready to assume critical roles.

Succession Plan template
succession plan template

What legal and best practice aspects should employers be aware of?

  • Equality Act 2010: Ensures that succession planning is carried out without discrimination and promotes equal opportunities.

  • Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data within succession planning in compliance with data protection principles.

  • Employment Contracts and Policies: Internal policies and contractual agreements may outline specific procedures and expectations for succession planning.

  • Common Law Principles: Legal principles related to fair treatment and transparency influence the development and implementation of succession plans.

  • Company Law: Corporate governance obligations may impact the structure and execution of succession plans within companies.

Succession Plan

Company Name: [Insert Company Name]

Date: [Insert Date]

1. Introduction:

1.1 Purpose of Succession Planning:

The purpose of this Succession Planning Template is to establish a comprehensive strategy for identifying, developing, and promoting internal talent to fill key roles within [Company Name]. This proactive approach ensures a smooth transition in case of unexpected departures or promotions.

2. Key Roles and Positions:

2.1 List of Critical Positions:

Identify the key roles critical to the success of the organsation. Include current incumbents and potential successors for each role.

Role Current Incumbent Potential Successor(s)
[Role 1] [Name] [Name(s)]
[Role 2] [Name] [Name(s)]
[Role 3] [Name] [Name(s)]

3. Employee Development:

3.1 Individual Development Plans (IDPs):

Create Individual Development Plans for potential successors, outlining their current skills, areas for improvement, and a roadmap for career growth.

Employee Name Current Skills Areas for Improvement Career Growth Plan
[Name] [Skills] [Areas] [Plan]
[Name] [Skills] [Areas] [Plan]
[Name] [Skills] [Areas] [Plan]

3.2 Training and Development Programs:

Identify training programs, workshops, and courses that align with the skills needed for critical positions. Encourage potential successors to participate in these initiatives.

4. Succession Readiness Assessment:

4.1 Succession Readiness Criteria:

Establish criteria to assess the readiness of potential successors for key roles. Criteria may include skills, experience, and leadership qualities.

Criteria Rating Scale (1-5) Comments
Leadership Skills    
Technical Proficiency    
Strategic Thinking    
[Add More]    

4.2 Succession Readiness Assessments:

Conduct regular assessments to evaluate potential successors against established criteria.

Employee Name Current Readiness Areas for Improvement Development Plan
[Name] [Rating] [Areas] [Plan]
[Name] [Rating] [Areas] [Plan]
[Name] [Rating] [Areas] [Plan]

5. Communication and Implementation:

5.1 Communication Plan:

Develop a communication plan to inform employees about the succession planning process, emphasising its importance for individual growth and the organisation's stability.

5.2 Implementation Timeline:

Create a timeline outlining the phased implementation of the succession plan, including milestones and key activities.

6. Monitoring and Evaluation:

6.1 Regular Review Meetings:

Hold regular review meetings to assess the progress of the succession planning program, make adjustments as needed, and ensure alignment with organisational goals.

6.2 Key Performance Indicators (KPIs):

Establish KPIs to measure the effectiveness of the succession planning process. Examples include the percentage of key positions with identified successors and the time taken to fill critical vacancies.

7. Document Control:

7.1 Document Revision History:

Maintain a record of revisions made to the Succession Planning Template, including dates and a brief description of changes.

Version Date Description of Changes Author
1.0 [Date] Initial Draft [Author]
2.0 [Date] [Description] [Author]

8. Approval:

8.1 Approval Signatures:

Obtain necessary approvals from senior management or relevant stakeholders.

Name Title Date
[Name] [Title] [Date]
[Name] [Title] [Date]

This Succession Planning Template is a dynamic document that will evolve with the changing needs of [Company Name]. Regularly review and update it to ensure its relevance and effectiveness in nurturing our future leaders.

Related articles

Who are some Companies who utilise our Succession Plan template?
Why buy our Succession Plan template?
  • You save time and effort with a professionally written, editable HR document that is tailored to meet best practice.
  • You ensure compliance with applicable ACAS Codes of Conduct and other legal requirements.
  • You are notified by email whenever this template or its supporting resources are updated.
  • You enjoy 12 months of unlimited access with no hidden fees or extra costs.
  • You unlock a 25% discount on all future purchases or renewals of our libraries, toolkits, and templates.

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