Phase 2: Identify Candidates
Identifying candidates is a key part of the succession planning process. Supervisors should consider the following questions before proceeding to the assessment step:
- Has the employee already indicated plans to transition (retirement, pursuing other roles, leaving the organization, etc.)?
- Has the employee started at their current level of leadership within the past year?
- Is the employee currently on a performance improvement plan?
If the answer is ‘yes’ to any of the questions above, leaders should consider whether the employee should be considered a succession candidate, and if completing an assessment for succession purposes is necessary at this time.
Supervisors may prefer to discuss succession interest and/or future plans with employees prior to completing the assessment tool. Supervisors can go this route if doing so provides clarity regarding future intentions and level of interest in succession opportunities among direct reports.
Ongoing learning and growth for employees who are not succession candidates will take place as part of annual performance leadership.
There is value in completing the assessment tool for all direct reports, whether for succession planning or for performance leadership purposes, which is something supervisors should consider during this phase of the process.