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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:

  • Low
  • Medium
  • High

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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