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Succession Planning - Risk Analysis

The document discusses succession planning for a job role including potential risks if the role becomes vacant, likelihood of vacancy within three years, impact of the role being vacant, required skills and knowledge for the role, availability of skills in the marketplace, whether internal know-how is essential, how long the role can be vacant before detrimental impact, and whether succession planning is needed for the position.

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Salma Aziz
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38 views1 page

Succession Planning - Risk Analysis

The document discusses succession planning for a job role including potential risks if the role becomes vacant, likelihood of vacancy within three years, impact of the role being vacant, required skills and knowledge for the role, availability of skills in the marketplace, whether internal know-how is essential, how long the role can be vacant before detrimental impact, and whether succession planning is needed for the position.

Uploaded by

Salma Aziz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Succession Planning: Risk Analysis

The job role [write in the title, with a brief


description, or refer to a job description]

Potential risks of the job being vacant


[be honest about this – there will be roles in
which there is minimal risk to the business]

Likelihood of the role becoming vacant with-


in the next three years [guesstimate, unless
you have concrete data]

Impact of the role [rate it ‘high’, ‘medium’ or


‘low’, and say why you rate it so]

Key skills, knowledge and competencies of


the role [write notes here, or refer to the job
description (if that is up to date)]

Availability of skills in the marketplace [to


the best of your knowledge]

Is internal organisational know-how an es-


sential requirement? [If it is, this role may re-
quire an internal successor – in which case say
how much and what know-how is essential]

How long can this post be vacant before


there is a detrimental impact? [Can the team
make up for the vacancy – and if so, for how
long?]

Do we need to succession-plan this position?


[yes or no; either way, what do we do in the
short term, and what do we do in the longer
term?]

©CIPD 2018

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