The Succession Profile is designed to identify gaps between the requirements for a role and the candidate being developed for that position. This will allow your company to best assess development needs and provide individualized opportunities for growth where appropriate.

Begin with a single focal position. Note, you may have multiple Succession Profiles for a single position, as your Succession Bench may indicate that your company has multiple candidates who could one day fit this role. This should be considered an asset and a sign of an effective succession plan. Always indicate the position, including the current incumbent and urgency to replace, along the top of the worksheet.

Demographics

Begin by recording the demographic information of the succession candidate and the position they currently occupy. List their relevant education and experience.

Position Criteria

List the criteria needed for the focal position. Use the job description and the information contained in the role’s Success Profile to include:

* Necessary education

* Required experience

* Valuable skills

* Role duties and responsibilities

Current Requirement Gaps

Use assessments to measure the leadership skills and development opportunities of the succession candidates. Compare these results to the Success Profile for the role they are being considered for, and list the gaps between their current skills and the requirements to be successful in the job. As with the Success Profile, we recommend listing both the skills required for the focal role, as well as those skills required to be a successful member of the senior leadership team.

Future Requirement Gaps

As with the current requirements, review the potential characteristics needed for the focal role, and assesses any gaps in candidate skills. List these for the focal role and for other duties, such as involvement in the senior management team.

This worksheet should form the basis for your candidate’s Individual Development Plan, which will help train your talent to meet the needs of their future role. To learn more about assessing development needs, see our informative blog post here. Be sure to revisit this sheet at least twice a year to review your candidate’s progress and determine future training and development needs.

Download SIGMA’s SIMPLE SUCCESSION TEMPLATE GUIDE for Succession Planning Templates for each stage of your Succession Planning Process

Need Help Getting Started?

SIGMA’s Succession Planning Launch Series offers a simple and cost-effective way to build a robust Succession Planning process and ensure your organization’s leadership is positioned for success and prepared for the unknown.

Contact us to learn how we deliver a full year Succession Implementation Plan for each member of your leadership team in just two half-day workshops.