Succession Planning Unit

From the drop-down list box, select the organization unit in which the Succession Planning Setup component is deployed.

Planning Perspective

From the drop-down list box, select the required planning perspective options. The combo is loaded with system defined quick code values. The available values are:

• Key Positions  – Position based succession planning. The positions which have been identified as “Key Positions” are fetched here.

• Holders of Key Positions – Succession Planning for employees whose positions act as key positions.

• High Flight Risk Employees – Succession Planning for employees whose flight risk is high.

• Employees who are about to separate/retire in the next 6 months – Succession Planning for the employees whose are about to retire in the next 6 months or separate.

Number of Positions

Displays the total number of key positions in the Unit Structure OU.

Note: The total number of key positions is calculated from the Position Master where against each position it is specified whether it is a key position.

Number of Employees

Displays the total number of employees in the key positions in the Unit Structure OU.

Note: The total number of employees in key positions is derived by using the Employee Assignment and Position Master.

Overall Planning Status

The overall planning status for the key positions is shown in the form of horizontal bar chart. The number of key positions for which the succession plans is in “Completed” - Revisit, “Planned – Draft”, “Planned – Initiated” and “Not Planned” status are displayed in different colors (Green, Amber, Yellow and Red) in the bar chart.

• Completed – Green

• Planned (Draft) – Amber

•  Planned (Initiated) – Yellow

• Not Planned – Red

SM

On clicking  icon, it displays the succession plan chart (tree structure) showing the incumbent/position and the identified successors.

Note: Details of incumbent and identified successors like Flight Risk, Primary Successor, Match Score % and so on will be displayed in tha chart.

Photo

The photograph of the employee for whom the succession is being done.

Note: This photo is fetched from the “Employee at a Glance” screen.

Employee ID – Name

The employee code and name of the employee.

Position

The position title of the employee. The position titles are fetched from the Position Master.

Note:

• If the “Planning Perspective” is “Key Positions” then the position titles of the key positions in the Unit Structure OU are displayed.

•  If the “Planning Perspective” is other than Key Positions then the position title of the position to which the employee belongs is displayed.

Department

The department short description is displayed in this field. The department short description is fetched from the Department Master.

Note:

•  If the “Planning Perspective” is “Key Positions” then the department short description of the key position is displayed.

• If the “Planning Perspective” is other than Key Positions then the department short description to which the employee belongs is displayed.

Occupancy

The number of posts filled up out of the total number of posts for that position title is displayed. For example, If 1 out of 3 posts have been filled then the Occupancy value will be 1/3.

Successors Identified

The total number of successors identified for that particular Position/Employee in the “List of Successors” page.

Planning Status

The planning status for the succession plan is displayed. The status could be of the following types:

• Not Planned – If the succession planning has not been done.

• Plan Initiated – If the user has entered the search criteria for succession planning but not selected any successors and saved them.

• Planned (Draft) – If the user has entered the search criteria for succession planning, selected some successors and saved the succession plan.

• Completed. Revisit? – If successors have been selected, the ‘Complete Succession Planning’ checkbox has been checked and the plan has been saved’.  

Bench Strength

The number of successors who have been planned against the minimum number of successors for “Healthy” bench strength configured through Position Master sub screen is displayed as an icon in this field.

Note:

• The icon will be filled (with black colour) depending on the bench strength value.

• The bench strength is indicated as “Safe”, “Healthy” or “Poor” (depending upon the bench strength value) and the bench strength value is displayed adjacent to the icon.

Readiness Status

The earliest timeline by which the successor(s) would be available to succeed.

Note: The “Readiness Status” is classified as “Healthy”, “Safe” and “Poor” based on the values that are configured in the “Position Master” sub screen.

Potential Savings

The potential savings that could be achieved through the succession plan.

Talent Pool

The status of whether the succession plan is linked to the talent pool is mentioned in this field along with total number of employees in the talent pools that are linked to the succession plan. For example, if two talent pools with 10 employees in each of these talent pools are linked to a talent pool, the value will be displayed as “identified – 20”. If no talent pools are linked to the succession plan, the value will be “Not identified”. If a talent pool has been linked but none of the employees from the talent pools have been selected as successors then the value that is displayed under this column would still be ‘Not Identified’

Note: The number of employees in each talent pool is fetched from the “Preview” column of the “Manage Talent Pools” screen.