This topic explains how to create succession plans.
Follow these steps to create a succession plan:
Select the worker, job, or position to create a succession plan. Managers can create succession plans for workers only using the Succession Planning responsibility. Managers can create succession plans for jobs or positions if plan administrators assign job or position plans to them. Plan administrators can select a worker, job, or position to create a succession plan.
Note: The ability to create succession plans to identify probable successors for terminated workers depends on how your enterprise configures the SP: Show Terminated Worker Details profile option. If the profile option is set to Yes, then HR Professionals and managers can create succession plans to identify probable successors for terminated workers. You can identify probable successors for the terminated worker only if the termination date is later than the system date or equal to the system date. You cannot create succession plans for terminated workers if the termination date is earlier than the system date. For example, the system date is June 30, 2011 and the termination date of a worker is June 15, 2011. In this scenario, you cannot create a succession plan for the terminated worker.
Select the name of the worker, job, or position based on the value selected in the Plan for field.
Enter the start and end dates for the period which the plan is applicable. The current date is the start date.
Select the plan owner. Plan administrators can create a plan and select a manager as the plan owner to assign the plan to the manager.
Accept the default status of the plan, which is Draft. When you create a plan, the default value is always Draft. Enter the plan name and description.
Specify the date when the succession plan must be reviewed.
The Plan Permissions region appears depending on the permissions set for the worker, job, or position that you select. See: Defining Additional Details and Permissions for Workers, Jobs, and Positions
If the Plan Permissions region is visible, then you can view the following information:
The maximum number of plans that can be created for a worker, job, or position.
The maximum number of probable successors that can be selected.
Whether contingent workers and applicants can be selected as probable successors.
Whether managers can add any worker as a probable successor. If the Add Specific Successors permission is set to Yes, then the Add Successors button is visible.
You can add supporting documents as plan attachments.
When creating a succession plan, you can use the following features to find suitable successors:
You can search for successors by clicking the Show Suitable Successors button. This feature uses the Competency based search to search for suitable successors.
Note: When you select multiple successors on the Find Suitable Successors for Worker: Suitable People page and click the Select as Successors button, the Rank field on the Create Succession Plan page displays a value for each of the successors. This ranking is random and is not based on workers' competencies. You can rank the successors as required. See the Creating a Succession Plan section
See: Suitability Matching
The Add Successors button is visible only if the plan administrator sets the Add Specific Successors business permission to Yes for the selected worker, job, or position in the Defining Role and Worker Details page. Click the Add Successors button to select required workers as successors.
After you select probable successors using the Show Suitable Successors or Add Successors feature, enter the following information for the probable successors:
Select the successor's status. You can select Active, Inactive, or Placed status.
Enter a numeric value, for example 80, as the readiness percentage to indicate how ready the probable successor is to move to the identified role.
Specify when the worker is eligible to move to a new position.
Click the Succession Details icon to navigate to the Succession Details page. Enter the succession dates, such as the earliest date on which a worker can move to a new position. You can select whether the worker is eligible for a promotion. You can provide enterprise specific details for succession plans if the Additional Succession Details region is available.
Add your comments on the succession plan. An Add Attachment window appears when you move the mouse over the plus icon in the Comments column. You can add text, provide a URL to a relevant document, or attach a supporting document. You can also upload attachments using the Add Attachment page that appears when you click the plus icon in the Comments column.
Rank successors for the plan, if you identify more than one successor for a worker or role.
View the succession hierarchy, which is a visual representation of the successors identified for a worker. The application enables this icon only if a probable successor is identified for the selected worker. By default, the succession hierarchy is displayed downwards from the selected worker's level. See: The Succession Hierarchy
View the worker's talent profile. You can view the worker's talent information such as competencies, qualifications, learning certifications, appraisal ratings, and performance objectives. The Talent Profile feature captures and displays complete worker talent details on a single-interface. For more information on using Talent Profile, see: Using Talent Profile as Managers
Note: A manager who is the plan owner of a succession plan can view only the names of the probable successors for the plan, if the successors are outside the security profile of the manager. The Talent Profile icon for such successors who are outside the security profile of the manager is grayed out. This ensures that the manager is not able to view salary or other sensitive information of workers who are outside their security profile.
If your enterprise has set up additional information for job, position, and worker, then the following information appears automatically:
Key role and turnover rate for a role (job or position): The application retrieves information for the position or job from the Extra Position Information window or the Extra Job Information window in Oracle HRMS.
Key person, succession, and retention potential of a person: The application retrieves information for the worker from the Employee Succession Planning Information page in Oracle Succession Planning or the Extra Person Information window in Oracle HRMS.
Impact of loss of the worker: The application retrieves information for the worker from the Employee Succession Planning Information page in Oracle Succession Planning or the Extra Person Information window in Oracle HRMS.
If you change the additional information values when creating a plan, such changes do not impact the information that is already defined for the job, position, or worker in the Extra Job Information window, Extra Position Information window, Extra Person Information window or Employee Succession Planning Information page.
Note: Oracle Succession Planning uses default templates to display nine box matrixes. For more information, see Using the Default Nine Box Matrix Templates to Assess Workforce. If your enterprise has implemented and configured the steps to use the default templates, then you can view the talent matrixes. Otherwise, the application provides an option to download PDF reports of the talent matrixes instead of displaying them.
Select the probable successors to assess the performance and potential of the successors.
Performance Matrix is divided into nine boxes. Each box represents the level or scale of performance and potential. The performance and potential rating scales that you view on the matrix are configurable and depend on the ratings scales that your enterprise defines.
Assess Performance:
Use the horizontal x-axis to assess the performance of workers. Performance is plotted on three scales.
Assess Potential:
Use the vertical y-axis to assess the future potential. Potential is plotted on three scales.
A combination of X and Y axes makes up the box within the grid that workers are placed.
Typically, workers in the top right box will be the high performers with the greatest potential, and those in the bottom left box will be the lowest performers with the least potential. The other boxes will display workers who are performing and displaying potential to varying degrees.
Select probable successors and use the Suitability Analyzer to view competencies of the successors.
Review details of the succession plans. Click Submit. If your enterprise has set up approvals for succession plans, then the application routes the succession plan for further approvals.