ORGANIZATION NAME

Succession PlanningTool

The Succession PlanningTool will help to understand the staffing and developing needs of current employees. This tool will enable HR and managers to better assess their workforce needs and create a plan to ensure their employees may develop their full capabilities. Use HRD’s Succession Planning Excel Tool to begin your process for internal mobility and to maximize employee's skills.

Sample Succession Planning Chart:

This tab of the tool is an HRD Planning Chart. Use this tool, along with HRD Succession Planning Background Information document, to incorporate information about your current staff to analyze your succession pklanning needs and their timelines.

Sample Employee Gap Analysis

This tab of the tool allows you to identify the current competencies of your employee in focuse compared to those needed for the goal position to determine the gaps in skills.

Sample Training Plan

This tab in the tool allows you to transfer those identified gaps into a skill development plan .

Additional Worksheets

Additional worksheets have been added for your convinience. They have been named: Succession Planning Chart (1), Succession Planning Chart (2), Position Gap Analysis, and Personal Training Plan.

Trouble Shooting & Disclaimer:

If you experience difficulties with the tool, check that appropriate cells have been locked and that all formulas remain intact. Use the pre-populated sample names and numbers to help you understand the intended use of the tool.

All the data in the tool is sample data and designed to illustrate how the tool functions. Please fill in your own numbers and rename categories if needed. Instructions:

Enter your data into the cells in each worksheet. Analyze the data.

Succession PlanningTool

The Succession PlanningTool will help to understand the staffing and developing needs of current employees. This tool will enable HR and managers to better assess their workforce needs and create a plan to ensure their employees may develop their full capabilities. Use HRD’s Succession Planning Excel Tool to begin your process for internal mobility and to maximize employee's skills.

Sample Succession Planning Chart:

This tab of the tool is an HRD Planning Chart. Use this tool, along with HRD Succession Planning Background Information document, to incorporate information about your current staff to analyze your succession pklanning needs and their timelines.

Sample Employee Gap Analysis

This tab of the tool allows you to identify the current competencies of your employee in focuse compared to those needed for the goal position to determine the gaps in skills.

Sample Training Plan

This tab in the tool allows you to transfer those identified gaps into a skill development plan .

Additional Worksheets

Additional worksheets have been added for your convinience. They have been named: Succession Planning Chart (1), Succession Planning Chart (2), Position Gap Analysis, and Personal Training Plan.

Trouble Shooting & Disclaimer:

If you experience difficulties with the tool, check that appropriate cells have been locked and that all formulas remain intact. Use the pre-populated sample names and numbers to help you understand the intended use of the tool.

All the data in the tool is sample data and designed to illustrate how the tool functions. Please fill in your own numbers and rename categories if needed. Instructions:

Enter your data into the cells in each worksheet. Analyze the data.

ORGANIZATIONS NAME

Organizational Succession Planning Chart(Sample completed Worksheet)

Potential Sucessor Retirement Status Current title Potential Internal Training External Training

CEO John Walker A low 0Denise Goth C Operations Manager high high cross training assignments executive MGMT coursesTom Smith C Community Support Ma medium medium project assignments executive MGMT courses

Finance Manager Stacy King A low 0Amanda Lewis C Finance high high on the job training opportunities finish CMA courses

Program Manager Matthew Hunter C medium high 1Jeremy Powers C Supervisor high high on the job training opportunities n/a

Administrative Manager Megan Simpson B low 1Tom Wilson C Admistrative assistant high high inventory training n/aErica Park C Administrative assistantlow medium on the job training opportunities MGMT courses

Direct Services Staf Amber Stein A low low 0OUTSIDE HIRE

Team Leader Denise Goth C high 0Tom Smith C Direct Service medium medium job shadowing, job rotation MGMT coursesCindy Thompson C Direct Service medium medium job shadowing, job rotation MGMT coursesCindy Thompson C Direct Service high high n/a n/a

IT Director Jacob Black A low low 0Michelle White C IT Support high high overall familiarity with all IT systems Project and budget MGMT

HR Generalist Jordan Hill C low high 0Allan Lawrence C Research Analyst medium medium exposure to internal HR procedures CHRP designation

Colour Scale Retirement Status (potential exit from organization): Potential for Mobility of Transfer:

A: Retirement likely within 1 year H - high- has the skills and knowledge

B: Retirement likely within 3-5 years M - medium- some interest in future developmentC: Retirement unlikely L - low- is unlikely to change positions

Position Title

Incumbent Name

Potential for retention

Potential for Mobility orTransfer

Number of Staff Ready

Now

Red- Critical role to fill

Yellow- Impending vacancy to fill

Green- Potential vacancy

1 1 y yY YY Y

1 0 Y YY Y

0 0 Y Yy y

0 1 Y Y

0 0 N N

2 0 Y Y

1 0 Y Y

1 0

Number of Staff Ready in 1-2

Years

Number of Staff Ready in

3-5 Years

CompletedGaps Analysis

Training Plan

Developed

ORGANIZATIONS NAME

Position Gap Analysis - CEOposition CEOincumbent John WalkerPotential sucessor Denise GothPotential sucessor's current title Operations Manager

Required Competencies Current CompentenciesUSING CORE COMPETENCY CHART COMPLETE HIGHLIGHT EMPLOYEES CURRENT COMPETENCIES

Gaps

0

0

0

0

ORGANIZATIONS NAME

Personal Training Plan - Denise Gothposition CEOincumbent John WalkerPotential sucessor Denise GothPotential sucessor's current title Operations Manager

Identified Gaps Internal Training Internal Scheduled Training External TrainingCreative and Innovative Thinking case study: situational problems Bi-monthly 1/2 day session scheduled

Management course in the field of finance at (name of college)job shadowing John W. for a 30 day assignment Temp assignment in Finance month of June performance management and compensation course at (name of college)

Mediating and Negotiating exposure to bargaining unit meetings Invited to participate in Step 3 grievance prep labour relations course at (name of college)Participant Mgmt. Contract Negotiation Team

Executive MBA program

Development and Continual Learning Staff Management

External Scheduled Training

TBDPerformance management 1001 Harvard U. May - AugustTBD

Executive MBA program commences Sept 1, 2010

ORGANIZATIONS NAME

Organizational Succession Planning Chart

Potential Sucessor Retirement Status Current title External Training

Retirement Status (potential exit from organization): Potential for Mobility of Transfer:Colour Scale A: Retirement likely within 1 year H - high- has the skills and knowledge

B: Retirement likely within 3-5 years M - medium- some interest in future development

C: Retirement unlikely L - low- is unlikely to change positions

Position Title

Incumbent Name

Potential for retention

Potential for Mobility orTransfer

Potential Internal Training

Number of Staff Ready Now

Red- Critical role to fill

Yellow- Impending vacancy to fill

Green- Potential vacancy

Number of Staff Ready in

1-2 Years

Number of Staff Ready in

3-5 Years

CompletedGaps Analysis

Training Plan Developed

Organizational Succession Planning Chart

Potential Sucessor Position

TitleIncumbent

Name

Retirement Status (potential exit from organization):

Colour Scale A: Retirement likely within 1 year

B: Retirement likely within 3-5 yearsC: Retirement unlikely

Red- Critical role to fillYellow- Impending vacancy to fill

Green- Potential vacancy

Retirement Status Current title Potential for retentionPotential for Mobility or

Transfer

Retirement Status (potential exit from organization): Potential for Mobility of Transfer:

A: Retirement likely within 1 year H - high- has the skills and knowledge

B: Retirement likely within 3-5 years M - medium- some interest in future developmentL - low- is unlikely to change positions

External TrainingPotential Internal

Training Number of Staff

Ready Now

Number of Staff Ready in

1-2 Years

Potential for Mobility of Transfer:

H - high- has the skills and knowledge

M - medium- some interest in future developmentL - low- is unlikely to change positions

Number of Staff Ready in

3-5 Years

CompletedGaps Analysis

Training Plan Developed

ORGANIZATIONS NAME

Position Gap Analysis - (position title)positionincumbentPotential sucessorPotential sucessor's current title

Required Competencies Current Compentencies Gaps

ORGANIZATIONS NAME

Personal Training Plan - (Name of Successor)positionincumbentPotential sucessorPotential sucessor's current title

Identified Gaps Internal Training Internal Scheduled Training

External Training External Scheduled Training