Succession Planning A Complete Guide - 2020 Edition

Succession Planning

Complete Self-Assessment Guide

The guidance in this Self-Assessment is based on Succession Planning best practices and standards in business process architecture, design and quality management. The guidance is also based on the professional judgment of the individual collaborators listed in the Acknowledgments.

Notice of rights

You are licensed to use the Self-Assessment contents in your presentations and materials for internal use and customers without asking us - we are here to help.

All rights reserved for the book itself: this book may not be reproduced or transmitted in any form by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher.

The information in this book is distributed on an As Is basis without warranty. While every precaution has been taken in the preparation of he book, neither the author nor the publisher shall have any liability to any person or entity with respect to any loss or damage caused or alleged to be caused directly or indirectly by the instructions contained in this book or by the products described in it.

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Many of the designations used by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations appear in this book, and the publisher was aware of a trademark claim, the designations appear as requested by the owner of the trademark. All other product names and services identified throughout this book are used in editorial fashion only and for the benefit of such companies with no intention of infringement of the trademark. No such use, or the use of any trade name, is intended to convey endorsement or other affiliation with this book.

Copyright © by The Art of Service

http://theartofservice.com

[email protected]

About The Art of Service

The Art of Service, Business Process Architects since 2000, is dedicated to helping stakeholders achieve excellence.

Defining, designing, creating, and implementing a process to solve a stakeholders challenge or meet an objective is the most valuable role… In EVERY group, company, organization and department.

Unless you’re talking a one-time, single-use project, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions.

Someone capable of asking the right questions and step back and say, ‘What are we really trying to accomplish here? And is there a different way to look at it?’

With The Art of Service’s Standard Requirements Self-Assessments, we empower people who can do just that — whether their title is marketer, entrepreneur, manager, salesperson, consultant, Business Process Manager, executive assistant, IT Manager, CIO etc... —they are the people who rule the future. They are people who watch the process as it happens, and ask the right questions to make the process work better.

Contact us when you need any support with this Self-Assessment and any help with templates, blue-prints and examples of standard documents you might need:

http://theartofservice.com

[email protected]

Included Resources - how to access

Included with your purchase of the book is the Succession Planning Self-Assessment Spreadsheet Dashboard which contains all questions and Self-Assessment areas and auto-generates insights, graphs, and project RACI planning - all with examples to get you started right away.

How? Simply send an email to

[email protected]

with this books’ title in the subject to get the Succession Planning Self Assessment Tool right away.

You will receive the following contents with New and Updated specific criteria:

•The latest quick edition of the book in PDF

•The latest complete edition of the book in PDF, which criteria correspond to the criteria in...

•The Self-Assessment Excel Dashboard, and...

•Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

•In-depth specific Checklists covering the topic

•Project management checklists and templates to assist with implementation

INCLUDES LIFETIME SELF ASSESSMENT UPDATES

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.

Get it now- you will be glad you did - do it now, before you forget.

Send an email to [email protected] with this books’ title in the subject to get the Succession Planning Self Assessment Tool right away.

Purpose of this Self-Assessment

This Self-Assessment has been developed to improve understanding of the requirements and elements of Succession Planning, based on best practices and standards in business process architecture, design and quality management.

It is designed to allow for a rapid Self-Assessment to determine how closely existing management practices and procedures correspond to the elements of the Self-Assessment.

The criteria of requirements and elements of Succession Planning have been rephrased in the format of a Self-Assessment questionnaire, with a seven-criterion scoring system, as explained in this document.

In this format, even with limited background knowledge of Succession Planning, a manager can quickly review existing operations to determine how they measure up to the standards. This in turn can serve as the starting point of a ‘gap analysis’ to identify management tools or system elements that might usefully be implemented in the organization to help improve overall performance.

How to use the Self-Assessment

On the following pages are a series of questions to identify to what extent your Succession Planning initiative is complete in comparison to the requirements set in standards.

To facilitate answering the questions, there is a space in front of each question to enter a score on a scale of ‘1’ to ‘5’.

1 Strongly Disagree

2 Disagree

3 Neutral

4 Agree

5 Strongly Agree

Read the question and rate it with the following in front of mind:

‘In my belief,

the answer to this question is clearly defined’.

There are two ways in which you can choose to interpret this statement;

1.how aware are you that the answer to the question is clearly defined

2.for more in-depth analysis you can choose to gather evidence and confirm the answer to the question. This obviously will take more time, most Self-Assessment users opt for the first way to interpret the question and dig deeper later on based on the outcome of the overall Self-Assessment.

A score of ‘1’ would mean that the answer is not clear at all, where a ‘5’ would mean the answer is crystal clear and defined. Leave emtpy when the question is not applicable or you don’t want to answer it, you can skip it without affecting your score. Write your score in the space provided.

After you have responded to all the appropriate statements in each section, compute your average score for that section, using the formula provided, and round to the nearest tenth. Then transfer to the corresponding spoke in the Succession Planning Scorecard on the second next page of the Self-Assessment.

Your completed Succession Planning Scorecard will give you a clear presentation of which Succession Planning areas need attention.

Succession Planning

Scorecard Example

Example of how the finalized Scorecard can look like:

Succession Planning

Scorecard

Your Scores:

BEGINNING OF THE

SELF-ASSESSMENT:

Table of Contents

About The Art of Service11

Included Resources - how to access11

Purpose of this Self-Assessment13

How to use the Self-Assessment14

Succession Planning

Scorecard Example16

Succession Planning

Scorecard17

BEGINNING OF THE

SELF-ASSESSMENT:18

CRITERION #1: RECOGNIZE19

CRITERION #2: DEFINE:27

CRITERION #3: MEASURE:37

CRITERION #4: ANALYZE:44

CRITERION #5: IMPROVE:54

CRITERION #6: CONTROL:65

CRITERION #7: SUSTAIN:81

Succession Planning and Managing Projects, Criteria for Project Managers:131

1.0 Initiating Process Group: Succession Planning132

1.1 Project Charter: Succession Planning134

1.2 Stakeholder Register: Succession Planning136

1.3 Stakeholder Analysis Matrix: Succession Planning137

2.0 Planning Process Group: Succession Planning139

2.1 Project Management Plan: Succession Planning141

2.2 Scope Management Plan: Succession Planning143

2.3 Requirements Management Plan: Succession Planning145

2.4 Requirements Documentation: Succession Planning147

2.5 Requirements Traceability Matrix: Succession Planning149

2.6 Project Scope Statement: Succession Planning151

2.7 Assumption and Constraint Log: Succession Planning153

2.8 Work Breakdown Structure: Succession Planning155

2.9 WBS Dictionary: Succession Planning157

2.10 Schedule Management Plan: Succession Planning160

2.11 Activity List: Succession Planning162

2.12 Activity Attributes: Succession Planning164

2.13 Milestone List: Succession Planning166

2.14 Network Diagram: Succession Planning168

2.15 Activity Resource Requirements: Succession Planning170

2.16 Resource Breakdown Structure: Succession Planning172

2.17 Activity Duration Estimates: Succession Planning174

2.18 Duration Estimating Worksheet: Succession Planning176

2.19 Project Schedule: Succession Planning178

2.20 Cost Management Plan: Succession Planning180

2.21 Activity Cost Estimates: Succession Planning182

2.22 Cost Estimating Worksheet: Succession Planning184

2.23 Cost Baseline: Succession Planning186

2.24 Quality Management Plan: Succession Planning188

2.25 Quality Metrics: Succession Planning190

2.26 Process Improvement Plan: Succession Planning192

2.27 Responsibility Assignment Matrix: Succession Planning194

2.28 Roles and Responsibilities: Succession Planning196

2.29 Human Resource Management Plan: Succession Planning198

2.30 Communications Management Plan: Succession Planning200

2.31 Risk Management Plan: Succession Planning202

2.32 Risk Register: Succession Planning204

2.33 Probability and Impact Assessment: Succession Planning206

2.34 Probability and Impact Matrix: Succession Planning208

2.35 Risk Data Sheet: Succession Planning210

2.36 Procurement Management Plan: Succession Planning212

2.37 Source Selection Criteria: Succession Planning214

2.38 Stakeholder Management Plan: Succession Planning216

2.39 Change Management Plan: Succession Planning218

3.0 Executing Process Group: Succession Planning220

3.1 Team Member Status Report: Succession Planning222

3.2 Change Request: Succession Planning224

3.3 Change Log: Succession Planning226

3.4 Decision Log: Succession Planning228

3.5 Quality Audit: Succession Planning230

3.6 Team Directory: Succession Planning233

3.7 Team Operating Agreement: Succession Planning235

3.8 Team Performance Assessment: Succession Planning237

3.9 Team Member Performance Assessment: Succession Planning239

3.10 Issue Log: Succession Planning241

4.0 Monitoring and Controlling Process Group: Succession Planning242

4.1 Project Performance Report: Succession Planning244

4.2 Variance Analysis: Succession Planning246

4.3 Earned Value Status: Succession Planning248

4.4 Risk Audit: Succession Planning250

4.5 Contractor Status Report: Succession Planning252

4.6 Formal Acceptance: Succession Planning254

5.0 Closing Process Group: Succession Planning256

5.1 Procurement Audit: Succession Planning258

5.2 Contract Close-Out: Succession Planning260

5.3 Project or Phase Close-Out: Succession Planning262

5.4 Lessons Learned: Succession Planning264

Succession Planning and Managing Projects, Criteria for Project Managers:266

1.0 Initiating Process Group: Succession Planning267

1.1 Project Charter: Succession Planning269

1.2 Stakeholder Register: Succession Planning271

1.3 Stakeholder Analysis Matrix: Succession Planning272

2.0 Planning Process Group: Succession Planning274

2.1 Project Management Plan: Succession Planning276

2.2 Scope Management Plan: Succession Planning278

2.3 Requirements Management Plan: Succession Planning280

2.4 Requirements Documentation: Succession Planning283

2.5 Requirements Traceability Matrix: Succession Planning285

2.6 Project Scope Statement: Succession Planning287

2.7 Assumption and Constraint Log: Succession Planning289

2.8 Work Breakdown Structure: Succession Planning291

2.9 WBS Dictionary: Succession Planning293

2.10 Schedule Management Plan: Succession Planning296

2.11 Activity List: Succession Planning298

2.12 Activity Attributes: Succession Planning300

2.13 Milestone List: Succession Planning302

2.14 Network Diagram: Succession Planning304

2.15 Activity Resource Requirements: Succession Planning306

2.16 Resource Breakdown Structure: Succession Planning308

2.17 Activity Duration Estimates: Succession Planning310

2.18 Duration Estimating Worksheet: Succession Planning312

2.19 Project Schedule: Succession Planning314

2.20 Cost Management Plan: Succession Planning316

2.21 Activity Cost Estimates: Succession Planning318

2.22 Cost Estimating Worksheet: Succession Planning320

2.23 Cost Baseline: Succession Planning322

2.24 Quality Management Plan: Succession Planning324

2.25 Quality Metrics: Succession Planning326

2.26 Process Improvement Plan: Succession Planning328

2.27 Responsibility Assignment Matrix: Succession Planning330

2.28 Roles and Responsibilities: Succession Planning332

2.29 Human Resource Management Plan: Succession Planning334

2.30 Communications Management Plan: Succession Planning336

2.31 Risk Management Plan: Succession Planning338

2.32 Risk Register: Succession Planning340

2.33 Probability and Impact Assessment: Succession Planning342

2.34 Probability and Impact Matrix: Succession Planning344

2.35 Risk Data Sheet: Succession Planning346

2.36 Procurement Management Plan: Succession Planning348

2.37 Source Selection Criteria: Succession Planning350

2.38 Stakeholder Management Plan: Succession Planning352

2.39 Change Management Plan: Succession Planning354

3.0 Executing Process Group: Succession Planning356

3.1 Team Member Status Report: Succession Planning358

3.2 Change Request: Succession Planning360

3.3 Change Log: Succession Planning362

3.4 Decision Log: Succession Planning364

3.5 Quality Audit: Succession Planning366

3.6 Team Directory: Succession Planning369

3.7 Team Operating Agreement: Succession Planning371

3.8 Team Performance Assessment: Succession Planning373

3.9 Team Member Performance Assessment: Succession Planning375

3.10 Issue Log: Succession Planning377

4.0 Monitoring and Controlling Process Group: Succession Planning379

4.1 Project Performance Report: Succession Planning381

4.2 Variance Analysis: Succession Planning383

4.3 Earned Value Status: Succession Planning385

4.4 Risk Audit: Succession Planning387

4.5 Contractor Status Report: Succession Planning389

4.6 Formal Acceptance: Succession Planning391

5.0 Closing Process Group: Succession Planning393

5.1 Procurement Audit: Succession Planning395

5.2 Contract Close-Out: Succession Planning397

5.3 Project or Phase Close-Out: Succession Planning399

5.4 Lessons Learned: Succession Planning401

Index403

CRITERION #1: RECOGNIZE

INTENT: Be aware of the need for change. Recognize that there is an unfavorable variation, problem or symptom.

In my belief, the answer to this question is clearly defined:

5 Strongly Agree

4 Agree

3 Neutral

2 Disagree

1 Strongly Disagree

1. Is the succession event an internal succession?

<--- Score

2. Do you provide the level of support your organization needs/ wants?

<--- Score

3. Are there any specific expectations or concerns about the Succession Planning team, Succession Planning itself?

<--- Score

4. What actions are needed to implement your