Succession planning and management guide
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Appendix B: sample template for a key position profile
| Position (Group and Level) and Title | Name of Incumbent | Employment Status (e.g. term, indeterminate) |
| Departure Date (if known) | Reason for Departure (e.g. retirement, language training) | Return Date (if applicable) |
| Language Profile of Position | ||
| Skills, Knowledge, and Abilities (e.g. can manage multi-disciplinary teams) | ||
| Replacement Challenges (e.g. low interest in supervisory roles among employeesin feeder groups) | ||
| Risk Assessment:
To assess risk, consider the timeline for vacancy, the overall impact onbusiness, and whether there is a shortage of skills. | ||
This template is intended to assist your succession planning efforts. It is not intended to replace any that your department may already have in place.
- Critical Knowledge to be Transferred (e.g. contacts, formal and informalnetworks)
- Succession Strategies
- List of Employee(s) Qualified to Act in the Position on an Interim Basis (ifneeded)
Note: Incorporate succession planning strategies into your integrated HR and business work plan.
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