Succession Planning Assessment and Readiness Survey Form
Author: Warren N. Rothman, Blue Prairie Group, LLC
When to Use
The Succession Planning Assessment and Readiness Survey should be used by an employer considering initiating a structured succession planning process. Having input from key stakeholders and parties involved in the process has several potential benefits for the employer, including:
- Provides valuable input to the decision whether to implement a succession plan (the "go-no go" decision);
- Provides both strategic and tactical information which can shape the content and approach;
- Gets key stakeholders (such as Board of Directors, C-level executives, functional department heads and line managers) engaged with and committed to the process; and,
- Sets the stage for tracking changes in stakeholder perceptions over time.
Roles and Responsibilities
The decision to conduct the readiness survey may be driven by the Board of Directors, although it is more likely to be initiated by the employer's senior management (CEO and other C-level executives, with HR playing a key role in deciding whether to conduct the survey). HR should be responsible for:
- Survey design;
- Data analysis; and
Reporting should first be to senior management, following which the Board of Directors should be apprised of the results along with management's recommendation(s) about whether or not to move forward with succession planning. The other stakeholders who completed the survey should then receive a summary of the results and be made aware of the "go-no-go" decision along with timing and scope, if the decision is to move forward.