Framework Edit 2-2-17
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Purpose<br />
The final step in the succession planning process is to monitor<br />
and evaluate the strategies implemented to close identified<br />
and prioritised talent gap(s). It is important to regularly<br />
evaluate the succession planning process to ensure<br />
effectiveness.<br />
It is recommended that the succession planning efforts be<br />
measured and monitored: the relationship between inputs,<br />
activities, outputs, and outcomes; and impact of the process<br />
based on stated goals and objectives. Additional measures<br />
may focus on the framework functional strengths and<br />
weaknesses, and assessing gaps in developing succession<br />
candidates.<br />
Approach<br />
Sample Quarterly Metrics<br />
• How well are individuals progressing through their<br />
development assignments?<br />
• Progress toward development goals and career<br />
development plans.<br />
• Percent of candidates in a rotational position with a<br />
formal action plan.<br />
• Percent of candidates in cross-functional<br />
assignments.<br />
Sample Annual Metrics<br />
• Number of successful promotions into key leadership<br />
positions.<br />
• Percent of open positions filled.<br />
• Percent of turnover.<br />
• Diversity demographics of “talent pool”.<br />
• Percent of talent pool candidates that are “ready<br />
now”.<br />
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