Use the Role and Worker Details page to define permissions for workers, jobs, and positions. You can select the method that the application must use to analyze the readiness of successors in a plan.

   Permissions that Administrators and Talent Managers can Define:

Using the Succession Planning for Administrators responsibility, plan administrators can define additional details and permissions for a worker, job, or position. These permissions apply when successions plans are created for workers, jobs, or positions.

Using the Succession Planning responsibility, managers can also define permissions for workers. If the administrator creates a plan for a job or position and assigns the plan to a manager, then the manager can only view the permissions but cannot update the permissions. If the administrator creates a plan for a worker and assigns that plan to a manager, then the manager can view and update permissions for the worker.

   Using the Define Role and Worker Details Page:

The following paragraphs explain the information that you can define using the Define Role and Worker Details page.

   Selecting Role or Worker:

In the Select Role or Worker section, select the worker, job, or position to define additional details and plan permissions. Note that when you define permissions, these apply to the worker, job, or position that you select and not to the succession plans created for the worker, job, or position.

Selecting the Method to Calculate Readiness

In the Additional Information for Role or Worker, select the method that the application must use to analyze the readiness of successors in a plan. By default the value to calculate the risk is set to Average Readiness Percent. The lack of readiness of successors is a risk for a plan. The risk can be either the low readiness percent of the probable successors identified in the plan to move on to a higher role or lower number of probable successors identified for a succession plan.

The Readiness and Risk Analysis of Probable Successors report provides information on the risk associated with probable successors identified for key high potential workers. For this report, the application calculates the high, medium, and low value bands based on the readiness analysis calculation method that you select in the Readiness Analysis Based on field. For more information see: How the application performs readiness analysis to indicate the plan risk

How the application performs readiness analysis to indicate the plan risk

When defining permissions for a job, position, or worker, an administrator can select any one of the following options in the Readiness Analysis Based on field:

• Average Readiness Percent. This is the default value.

• Maximum Readiness Percent

• Minimum Readiness Percent

The following examples explain the impact of selecting each one of the options.

Example 1:

The following example explains the method of readiness calculation if the Minimum Readiness Percent option is selected:

Vision Senior Manager succession plan has the following probable successors:

1. Alice Smith with readiness of 80%

2. Ted Harris with readiness of 60%

3. Maria Fernandez with readiness of 40%

In this case, the application calculates risk as: 100 - the Minimum Readiness Percent, which is 100-40=60%. Therefore, the risk aspect of this plan is Medium, as it is in the 25-75% range.

Example 2:

The following example explains the method of calculation if the Average Readiness Percent option is selected:

Vision Territory Sales Manager succession plan identifies the following probable successors:

1. Robert Wise with readiness of 20%

2. Amy Price with readiness of 20%

3. Tracy Wilson with readiness of 30%

Plan Average Readiness Percent is calculated as 20+20+30/3=23.33%. In this case, the application calculates risk as: 100- Plan Average Readiness Percent, which is 100-23.33=76.67%. Therefore, the risk aspect of this plan is High, as it is higher than 75%.

Example 3:

The following example explains the method of calculation if the Maximum Readiness Percent option is selected for a plan:

Alison Brown VP succession plan identifies the following successors:

1. Julie Palmer with readiness percent of 20%

2. Andrew Bright with readiness percent of 20%

3. James Snow with readiness percent of 30%

In this case, the application calculates risk as 100 - the Maximum Readiness Percent, which is 100-30=70%. Therefore, the risk aspect of this plan is Medium as it is in the range of 25-75%.

Defining Permissions for Role or Worker

In the Permissions for Role or Worker section, define the following permissions for the selected role or worker:

• Display Permissions: This field controls the display of Plan Permissions region on the Create Succession Plan and Update Succession Plan pages. If you select Yes, then managers can view business permissions when they create or update plans for the selected job, position, or worker. If you select No, then managers cannot view business permissions when they create or update plans for the selected job, position, or worker.

• Maximum Plans for a Role or Worker: This field controls the maximum number of successions plans that can be defined for the selected role or worker. For example, if the value for this field is set to 1, then only one succession plan can be created for the role or worker.

• Maximum Successors for a Role or Worker: This field controls the maximum successors that can be selected for a role or worker. When counting the maximum number, the application considers the number of active plans in which the worker is identified as a probable successor and whether the worker's succession status is Active.

• Select Contingent Workers as Successors: This field defines whether managers can select contingent workers as probable successors in plans for a job, position or worker. If you select Yes, then contingent workers can be selected as successors in plans for a job, position, or worker.

• Select Applicants as Successors: This field defines whether managers can select applicants as probable successors in plans for a job, position or worker. If you select Yes, then applicants can be selected as probable successors in plans for a job, position or worker. Only applicants whose application status is Accepted can be selected as probable successors.

• Select any Worker as Successor: This field controls the display of the Add Successors button on the Create Succession Plan and Update Succession Plan pages. If you select Yes, then the Add Successors button appears and managers can select any worker as a probable successor. If you select No, then the Add Successors button does not appear and managers must select probable successors using the Show Suitable Successors feature, which is a competency based search.

Example of how plan permissions work

In this example, Barry Erickson is a plan administrator and defines the following permissions for a worker.

Barry completes the following steps:

1. Logs in to the Succession Planning for Administrator responsibility.

2. Selects the Succession Planning link.

3. Navigates to the Succession Planning Portal and clicks the Manage Plans tab.

4. Clicks the Plan Permissions link. The Permissions for Role or Worker page appears.

5. Clicks the Define Permissions button. The Define Role or Worker Details page appears.

6. Selects Terence Bennet as the worker to define permissions.

7. Entesr the following values in the permissions fields:

   1. Display Permissions: Yes.

   2. Maximum Plans for a Role or Worker: 3.

   3. Maximum Successors for a Role or Worker: 3.

   4. Select Contingent Workers as Successors: Yes.

   5. Select Applicants as Successors: No.

   6. Select any Worker as Successor: No.

   Now, Blair Palmer, manager of Terence Bennet logs in to the Succession Planning responsibility to create a succession plan for Terence.

Blair completes the following steps:

1. Selects the Succession Planning link.

2. Clicks the Manage Plans tab.

3. Clicks Create. The Create Succession Plan page appears.

4. Views the Plan Permissions region and selects contingent workers as probable successors for Terence. Note that the Add Successors button is not visible.

5. Clicks the Show Suitable Successors button and initiates a competency based search for probable successors for Terence.

   Updating Permissions:

Plan administrators can query and update permissions for all jobs, positions, and workers within their security profile.