talent status report succession planning presentation for (executive meeting) on dd/mm/yyyy...

Talent Status Report

Succession Planning Presentation for (Executive Meeting) on DD/MM/YYYY

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Talent Status Report: Contents

1. Executive Summary2. Analysis of Risk Ratings for our key roles3. Red Roles 4. Amber Roles5. Green Roles6. Retention Ratings7. Pattern by Departments8. Next Steps

1. Executive Summary

For example:• Brief statement of facts about the process & timetable• Overall opinion about how well the inputs have been prepared & qualifiers about their

quality

• Main conclusions about our risk exposure in terms of key roles• Main conclusions about our risk exposure in terms of key individuals• Observations about the pattern of succession depths across the departments

• Highlights of suggested contingency plans• Retention• Development• Redeployment• Recruitment

• Any final comments

We have more roles at red and amber risk than we would ideally like and need to agree contingency plans

2. Analysis of Risk Ratings for our key roles

REDROLES

(n)

30%

AMBER ROLES

(n)30%

GREEN ROLES

(n)

40%

RED ROLES• Role 1: title (current incumbent)• Role 2• Role 3• Role 4• Role 5

Role 3: title Current incumbent / retention risk rating

(H/M/L)


(H/M/L)


(H/M/L)

No Successors – Ready Now

Role1: title Current incumbent / retention risk rating

(H/M/L)


(H/M/L)

No Emergency Cover

3. Red Roles: Priority Attention Cases

Suggested Contingency Action

Retention Development

Redeployment Recruitment




3. Red Roles: No Emergency Cover Suggested Contingency Action



3. Red Roles: No Successors – Ready NowSuggested Contingency Action



We can live with this number of amber roles but still need contingency plans in place


REDROLES

(n)

30%

AMBER ROLES

(n)30%

GREEN ROLES

(n)

40%

AMBER ROLES• Role 6: title (current incumbent)• Role 7• Role 8• Role 9• Role 10


(H/M/L)


(H/M/L)


(H/M/L)

No Successors – Ready Soon


(H/M/L)


(H/M/L)

Limited Successors – Ready Now

4. Amber Roles: Priority Attention Cases







4. Amber Roles: Limited Successors – Ready NowSuggested Contingency Action



4. Amber Roles: No Successors – Ready SoonSuggested Contingency Action



We need to keep a watching brief on these roles but do not currently need to agree contingency plans


REDROLES

(n)

30%

AMBER ROLES

(n)30%

GREEN ROLES

(n)

40%

GREEN ROLES• Role 11: title (current incumbent)• Role 12• Role 13• Role 14• Role 15• Role 16• Role 17• Role 18

6. Key People Retention Risk Assessment Ratings

• Name (Current Role) : Current Plans• etc



HIG

H R

ISK

OF

LEAV

ING

MED

IUM

RIS

K O

F LE

AVIN

GLO

W R

ISK

OF

LEAV

ING

7. Pattern by Departments

0 10 20 30 40 50 60 70 80 90 100

Maternity(n roles)

Cancer(n roles)

Surgery(n roles)

Operations(n roles)

Percentage Spread

Nursing(n roles)

KeyRAG status of succession plans for Key Roles (L/M/H)Retention Risk ratings of Key Individuals (L/M/H)

Departmente.g.

8. Next Steps

• Present at executive meeting on DD/MM/YYYY• Focus on priority attention cases

– Key Roles with Red ratings– Key Individuals with High Risk retention ratings

• Review other roles and individuals• Review departmental pattern• Agree contingency actions• Approve succession plans

talent status report succession planning presentation for (executive meeting) on dd/mm/yyyy...

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