The Succession Planning Dashboard provides key metrics and insights to help your organization measure the strength of your succession planning efforts and identify areas for improvement. By identifying critical positions in your organization and creating solid succession plans, your organization can become more resilient and prepared for change and turnover.

Define Which Positions Require a Succession Plan

  1. Go to the Succession tab, then click on Settings.

  2. Select the position importance levels that require succession plans. Select between low, medium, and/or high importance. You can require plans for multiple importance levels.

Assign a Position’s Importance Level on the Org Chart

  1. Go to a position on your official org chart.

  2. Use the three-dot menu to select Edit Position.

  3. Under the Position Info tab, go to Position Importance.

  4. Use the drop-down menu to select a level of importance (low, medium, or high).

If your organization utilizes the Positions Module, a position’s importance level can also be adjusted by navigating to the Positions tab. In the position’s list, click on the desired position, then follow the same instructions as the org chart method above.

Customize Your Succession Planning Dashboard

Built for Teams allows you to select from individual widgets to customize your dashboard. A widget is a tile or card that summarizes or displays helpful data. You can easily add widgets to your dashboard based on your organizational needs.

Learn about the metrics available for the dashboard below.

Status of Positions Requiring a Plan

This widget summarizes the status of succession plans including required plans that are complete, missing, or have risk. It also displays how many of your total positions are set to require a succession plan.

What risks do my plans have?

This widget displays specific risks affecting the status of your plans. This breakdown helps you identify your risks so you can improve the overall health of your plan.

Pipeline Utilization

Percentage of critical positions filled in the last 12 months by a designated candidate.

Bench Strength

This widget measures the ability to immediately fill critical positions with an internal candidate who is ready now. You can view the bench strength of all plans within your entire organization or break down bench strength by department, location, job family, or employee type.

How is Bench Strength calculated?

The candidate with the highest level of readiness on a plan determines the bench strength for that individual plan. For example, if there are 3 designated candidates for the position of CFO and 1 candidate has high readiness, and the other 2 candidates have low readiness, the bench strength for filling the CFO position is high because one candidate was rated with high readiness. The position bench strength is then used to calculate the average bench strength for your organization in addition to any applied filters.

Looking for additional key metrics? More widgets are on their way, but please reach out to our support team if you have a question or would like to see specific data added to our dashboard options.

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