Authorize Succession Plan for Employee – A summary of the activity
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Through this activity, you can authorize or reject the succession plan of an employee. You can directly authorize a succession plan, or change its details extensively before authorization. The procedure to authorize or reject the succession plan is given below.
Selecting the succession plan to authorize: To start with, you are to select the organization unit under which the succession plan to be authorized or rejected is defined. Under this organization unit, you can select the succession plan, by means of search criteria.
You are to enter one or more search criteria based on which the system will retrieve a list of succession plans. Examples of search criteria are grade set, position title and job title. For instance, if you enter the grade set as “Professional Staff” and the job level as “Others”, the system will retrieve the succession plans of all professional staff who are in the job level “Others”. From this list of plans, you can select the required succession plan.
Authorizing the succession plan: After selecting the succession plan, you can view all its details and directly authorize or reject it. If the authorization is successful, the plan status of the succession plan changes to “Authorized”. If the plan is rejected, the plan status changes to “Rejected”.
Editing the succession plan before authorization: Alternatively, you can change all the details of the succession plan before authorizing it. Except for the plan number, all the details of the succession plan can be changed, ranging from the succession plan criteria, to the list of nominees, to their ranking in the succession plan.
For example, you can specify a different succession planning criteria name, so that the system retrieves the search criteria saved under this name. When you now execute a search, the system will retrieve only the list of employees who match this search criteria. You can retain this list of employees or edit the list to any extent, to create a set of successors in a desired order of preference.
You can now authorize this edited succession plan. For more details editing the succession plan, refer to the sub-sections Planning successors for the employee and Entering the details of planned successors under “Succession Plan for Employee – A summary of the activity”.
Getting familiar with the pages inside
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Go to page… |
To carry out task… |
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Select Succession Plan for Employee to Authorize |
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Authorize Succession Plan for Employee |
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View Past Employee Appraisal |
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View Employee Competency Details |
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View Employee Qualification Details |
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View Employee Work Experience |
6 Hyperlinked topics below
"Succession plan for employee" activity must have been completed
What you can do in this activity
Selecting succession plan for employee to authorize
Authorizing succession plan for employee
Viewing past employee appraisal
Viewing employee competency details
Viewing employee qualification details
Viewing employee work experience
Matching possessed and required competencies
When you request the system to carry out a competency match, the system will try to match each nominee’s possessed competencies with the incumbent’s required competencies, as described below. The incumbent refers to the employee whose succession is being planned.
The system will first determine whether the incumbent’s required assignment competencies have been defined. If they have been defined, it next determines whether any of the nominee’s possessed competencies match the incumbent’s required assignment competencies. If there is no match, the system does not retrieve the nominee’s record into the “Succession Planning for Employee” screen. If there is a match, the system goes on to determine whether the nominee’s possessed competencies are at least equal to the minimum desired level (MDL) required. If the nominee’s possessed competencies are equal to the MDL, the system retrieves his employee record, provided this nominee satisfies any other succession criteria specified as well in the “Succession Plan for Employee” screen.
If the required assignment competency is not defined for the incumbent, the system proceeds to the next competency, which is position competency. The system will determine whether the required position competencies have been defined for the position being held by the incumbent. If they have been defined, the system carries out the same checks as for assignment competency.
If position competency is not defined for the position held by the incumbent, the system proceeds to the next competency, which is job competency. The system will determine whether the required job competencies have been defined, for the job being held by the incumbent. The system carries out the same checks as for position competency.
If job competency is not defined for the position held by the incumbent, the system proceeds to the next competency, which is department competency. The system will determine whether the required department competencies have been defined, for the department to which the incumbent belongs. The system carries out the same checks as for position competency, except that no MDL is determined.
Note: The incumbent always refers to the employee whose succession is being planned.
Each employee’s possessed competencies are predefined in “Record Competency Information”, in the Employee Personal Information component.
When trying to match a nominee’s possessed competencies with the incumbent’s required competencies, the system searches the following activities and components for information:
The “Record Assignment Competencies” activity in Employment information, where the system stores a specific employee’s competencies for the assignment held by him. The system treats these competencies as required competencies, against which a nominee’s possessed competencies are matched.
The “Position Competency Mapping” activity in the Unit Structure component, where the system stores the competencies required for the position held by an employee. Note that the competencies are position-specific, and not employee-specific.
The “Job Competency Mapping” activity in the Unit Structure component, where the system stores the competencies required for the job held by an employee. These competencies are job-specific, and not employee-specific.
The “Department Competency Mapping” activity in the Organization Structure component, where the system stores the competencies required for the department to which an employee belongs These competencies are department-specific, and not employee-specific.