Succession>>Successor Positions>>Successor Positions
Selecting a Successor
When a successor position becomes available, typically due to natural progression or planned succession, HR begins by conducting a readiness assessment after the leadership plan has been completed. Once a suitable successor is identified, HR can create a record for the position of the outgoing employee, noting the reason the role is becoming vacant. Upon saving and expanding this record, profiles of qualified candidates are displayed, allowing HR to review and select the planned successor for a smooth transition into the role.
Step 1: Create a Record for the Position of the Outgoing Employee
Company: Select the organization to which the position belongs.
Division: Specify the major business area within the company, often representing a large segment or functional unit (e.g., Finance, Operations).
Department: Identify the specific department within the division where the role is located.
Section: Indicate the subsection of the department.
Job: Select the job title or position name, clearly specifying the role for which succession planning is being done.
Seeking Successor for Employee: Identify the current employee holding the position who requires a planned successor due to upcoming vacancy or organizational changes.
Availability Reason: Provide the reason for the position becoming available.
Replacement Date: Enter the expected date when the successor will assume the position.
After saving, select 'New record' to continue adding more successor positions as needed.
Step 2: View Profiles of Qualified Candidates
Successor candidates previously linked to this job are displayed here, ready for selection to fill the role. You may review the gap analysis below before making your selection.
Step 3: Select the Planned Successor
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