Succession Plan template
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Supporting information
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.
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] |
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What is this for?
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.
Employment law compliance
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Equality Act 2010: Ensures that succession planning is carried out without discrimination and promotes equal opportunities.
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Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data within succession planning in compliance with data protection principles.
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Employment Contracts and Policies: Internal policies and contractual agreements may outline specific procedures and expectations for succession planning.
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Common Law Principles: Legal principles related to fair treatment and transparency influence the development and implementation of succession plans.
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Company Law: Corporate governance obligations may impact the structure and execution of succession plans within companies.
