Succession Planning
Define and implement a succession plan to identify and develop employees capable of filling key organizational positions and maintain continuity. Manage knowledge transfer to support succession planning and prevent knowledge loss in the event of employees leaving.
Improvement Planning
Practices-Outcomes-Metrics (POM)
Representative POMs are described for Succession Planning at each level of maturity.
- 1Initial
- Practice
- Rely on the best endeavours of available personnel.
- 2Basic
- Practice
- Establish a basic succession planning process within the IT function.
- Outcome
- For some roles, basic succession planning is in place.
- Metric
- % of roles for which succession planning is in place.
- Practice
- Foster knowledge transfer within the IT function when attrition can be foreseen.
- Outcome
- Basic knowledge is usually transferred.
- Metric
- Time spent by each employee to share knowledge (hours per specified time interval).
- 3Intermediate
- Practices
- Establish a succession planning process (e.g. identifying roles for succession, identifying the capabilities required, identifying potential successors, and preparing successors) to take account of the key roles within the IT function.
- Reflect input from IT and some other business units in the process.
- Outcome
- There is smooth succession for key IT roles.
- Metric
- % of roles for which succession planning is in place.
- Practice
- Establish knowledge management processes to share and retain knowledge within IT and some other business units.
- Outcome
- Knowledge is mostly retained within the organization.
- Metric
- Time spent by each employee to share knowledge (hours per specified time interval).
- 4Advanced
- Practices
- Implement sucession planning processes for all roles within the IT function.
- Reflect input from IT and the rest of the business in the process.
- Maintain succession plans up-to-date in line with changes to roles and responsibilities.
- Outcome
- There is smooth succession for all roles.
- Metric
- % of roles for which succession planning is in place.
- Practice
- Establish knowledge management processes that support the sharing and retention of knowledge organization-wide.
- Outcome
- Knowledge is shared and retained across the organization.
- Metric
- Time spent by each employee to share knowledge (hours per specified time interval).
- 5Optimized
- Practices
- Monitor the succession planning process for effectiveness and reflect input from business ecosystem partners.
- Adapt the process as needed.
- Outcome
- Effective successions are in place.
- Metrics
- % of roles for which succession planning is in place.
- Frequency of reviews.
- Practices
- Evaluate and continually revise knowledge management processes to share and retain knowledge within the organization.
- Reflect input from business ecosystem partners in the process.
- Outcome
- There is little loss of knowledge in cases of attrition.
- Metric
- Time spent by each employee to share knowledge (hours per specified time interval).