Succession planning policy template

Succession planning is a critical process for any organization that wants to ensure its continued success and sustainability. A succession planning policy template can help organizations streamline this process and ensure that they have a clear plan in place for when leadership positions become available.

This template will provide HR professionals with a comprehensive framework for creating a succession planning policy that is tailored to their organization’s specific needs and goals. It will help them identify the key roles that require succession planning, develop a talent pipeline, and establish a process for selecting and appointing successors.

Additionally, it will help HR professionals communicate the importance of succession planning to top management and the board of directors, ensuring everyone is aligned and committed to the process.

What is a Succession Planning Policy?

A succession planning policy is a document that outlines an organization’s approach to identifying, developing, and appointing successors for key roles within the organization. It provides a structured process for identifying potential successors, assessing their readiness, and providing development opportunities to prepare them for future leadership roles.

The policy also outlines the criteria and processes for selecting and appointing successors when a vacancy arises.

A succession planning policy should include:

• A list of key roles that require succession planning
• A process for identifying potential successors for each role
• A method for assessing the readiness of potential successors
• A plan for providing development opportunities to prepare successors
• Criteria for selecting successors
• A process for appointing successors

Why is it important to have a Succession Planning Policy?

Having a succession planning policy in place can help organizations ensure their continued success and sustainability by:

• Ensuring a smooth transition of power when leadership positions become available
• Identifying and developing future leaders
• Encouraging employee retention and engagement by providing career advancement opportunities
• Demonstrating commitment to diversity, equity, and inclusion by considering a diverse pool of candidates for leadership roles

Step-by-step instructions on how to write your own Succession Planning Policy:

1. Identify the key roles that require succession planning. Consider the organizational structure, job responsibilities, and skills required for each role.
2. Develop a talent pipeline by identifying potential successors for each role. Consider factors such as experience, education, skills, and performance.
3. Assess the readiness of potential successors by conducting performance evaluations, skill assessments, and personality tests.
4. Provide development opportunities to prepare successors for future leadership roles. This could include training programs, mentorship opportunities, and stretch assignments.
5. Establish a selection committee to review potential successors and select the best candidate for the role. The committee should consider factors such as qualifications, experience, and fit with the organization’s culture and values.
6. Communicate the importance of succession planning to top management and the board of directors. Secure their buy-in and commitment to the process.
7. Review and update the succession planning policy annually or bi-annually to ensure it remains relevant and effective.

Succession planning policy template

[Organization Name] Succession Planning Policy

Introduction

[Organization Name] is committed to ensuring its continued success and sustainability by establishing a comprehensive succession planning policy. This policy outlines the steps and procedures for identifying, developing, and appointing successors for key roles within the organization.
Key Roles Requiring Succession Planning:

The following roles have been identified as requiring succession planning:

• CEO
• CFO
• COO
• Head of Marketing
• Head of Sales

Talent pipeline

Potential successors for each role have been identified based on factors such as experience, education, skills, and performance. The talent pipeline includes:

• CEO: [name] (Chief Operating Officer), [name] (Head of Marketing)
• CFO: [name] (Financial Controller), [name] (Senior Financial Analyst)
• COO: [name] (Chief Operating Officer), [name] (Head of Operations)
• Head of Marketing: [name] (Marketing Manager), [name] (Digital Marketing Specialist)
• Head of Sales: [name] (Sales Manager), [name] (Sales Representative)

Assessment of readiness

Potential successors will be assessed based on their performance evaluations, skill assessments, and personality tests. The assessment will be conducted annually, and the results will be used to identify areas for development and to determine readiness for leadership roles.

Development opportunities

Potential successors will be provided with development opportunities to prepare them for future leadership roles. These opportunities may include training programs, mentorship opportunities, and stretch assignments. The development plan will be tailored to each individual’s needs and goals.

Selection process

A selection committee will review potential successors and select the best candidate for the role. The committee will consider factors such as qualifications, experience, and fit with the organization’s culture and values. The selection process will be transparent, fair, and free from bias.

Communication

The importance of succession planning will be communicated to top management and the board of directors. Their buy-in and commitment to the process are essential to ensure its success.

Review and update

This policy will be reviewed and updated annually or bi-annually to ensure it remains relevant and effective. Changes to the policy will be approved by the CEO and communicated to all stakeholders.

Conclusion

[Organization Name] is committed to developing and maintaining a comprehensive succession planning policy that ensures our continued success and sustainability. This policy provides a structured process for identifying, developing, and appointing successors for key roles within the organization.

By following this policy, we can ensure a smooth transition of power when leadership positions become available and continue to thrive as an organization.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.