Succession

Some actions need to be done before starting the Succession process. To run it fully you need:

• Register the job position structure: the job position structure is obtained from the integration with the Job Positions and Salaries module of the on-premise version of Personnel Management | HCM, where it is registered through the menu Tables > Job Positions > Structures (FR024EST).
• Import readiness levels: Readiness levels are imported by a user associated with the Administrator role , via the Data Management screen > Import data.

You can suggest successors for your position if you are a succession fit employee or key position.

The suggestion of successors is made in:

• Career Plan > My succession plan > Add candidates to my succession.

The successor you have suggested for your division will be featured on your manager's list as a succession candidate. By saving this information, your manager is notified with the information.

Both you and the manager will be able to edit, delete and change the readiness level of these candidates.

In my succession candidates section, you can see all the people you have nominated as a succession candidate, as well as those your manager has also nominated.

After defining the succession objectives, the manager will be able to create the team's succession plan, to identify and develop one or more successors for strategic positions occupied by his direct or indirect subordinates.

It is possible to draw up a succession plan in:

• Career and Succession > Team Succession Plan > Button+ add > Succession plan.

When deleting the succession plan defined for the team member, information on the impact of loss and risk of loss will be excluded, provided that the Employee is not a candidate for succession in another succession plan.

A list of succession candidates can be provided at:

• Career and Succession > Team Succession Plan > Button+ add > Succession plan.

When adding a candidate to the succession, it is possible to define and consult the risk of loss and the impact of the loss even if the employee does not occupy a critical position.

The risk of loss can only be changed if the candidate for succession is not a key position or has not been defined as a risk of loss.

• Impact of Loss: according to the position/job position occupied by the Employee, the impact of the loss of this Employee by the organization can be determined. That is, with the departure of this Employee, there will be an impact on the performance of the organization/area in which he works, which may be Low,Average or High. Therefore, the greater the impact of the loss, the greater the need for a candidate to succeed that Employee, as the organization cannot run the risk of being without an occupant in the position. In these cases, it is evaluated how much the position/job position proposes measures and actions that have an impact on the organization's results, how much technical knowledge he has in the position and, also, how much networking the Employee in that position has inside and outside the organization;
• Risk of Loss: here the possibility/risk of loss of a given Employee is determined. In this sense, it is evaluated how much technical knowledge in the position is scarce in the market, that is, supply and demand for this type of professional and the exclusivity of the position - if it is specific to the organization or if it is a common position in the market, the which may increase or decrease the risk of loss. It should also be taken into account how satisfied the Employee is within their professional reality, which can make them open or look for other opportunities.

The Impact of Loss and the Risk of Loss when combined, whether at high or low levels, they bring relevant data to the organization in mapping key positions and successors.

Map successors to employees who are not key positions

It is possible to nominate an employee as a successor to someone who is not classified as a key position. This is useful when, for example, it is identified that the employee, even if it is not a key position, will cause an impact if he asks to leave the company. This is a scenario where the manager may want to have a defined successor.

To add a candidate as a successor:

• Access the My Team screen, click the More options button and select the option Add Succession Candidates.
• It can also be done by the buttonTo add in: Career and succession > Succession planning.

Depending on how the system isconfigured by Administrator, the team succession plan screen will hide the succession candidates and eligibility tabs. In this case, the screen will list all employees in a single tab and display an additional column, identifying employees who occupy a key position in the company.

Succession candidates mapped by leaders

Those led, indicated for succession or considered as a key position (if these functionalities are available by the company), can also add candidates to the succession of the position they occupy.

When the leader indicates a candidate for succession, the manager receives a notification with the information and can edit/delete and change the readiness level of these candidates.

Those led who have this functionality, in addition to viewing the candidates they have indicated, will also be able to see all the people that the manager has indicated as a candidate for the succession of the position in which they occupy.

The Manager role defines in the Career and Succession module which are the key positions of your team and the risks and impacts of losing the occupant of that position.

This definition is made on the following screens:

• Career and Succession > Team Succession Plan > button+ add > Succession plan
• My team > More options > Sort as key position

If an employee occupies a key position and is off of the company, their division will still appear as occupying that position. In this case, the system will identify that this person has been terminated and will allow you to designate someone to replace him in the key position.

Compare succession candidates

Succession candidates can be evaluated by comparing people on the team who are on the successor list for a key position.

To make this comparison, go to:

• Career & Succession > Succession Planning > Team Succession Planning > View Details () > Button Compare.

The comparison can be made with up to three candidates. In case you have more than three candidates, the comparison can be alternated between them, being necessary to click on the buttonCompare with each change.

Consult IDP objectives

On the comparison screen, it is possible to consult the IDP of the employees indicated as candidates for succession, including the number of all objectives registered for the current position and for the employee's career.

By clicking on the number of goals, you can see their details and progress.

Compare assessment scores

The comparison screen shows the final grade of the assessments of result, potential and competences of the succession candidates, compared between the last three cycles.

Therefore, to display grade comparison charts, the last three assessment cycles must be completed and their end dates must be prior to the current date.

If any of the last three cycles does not contain completed assessments — of results, potential and competencies — no information is presented for that cycle.

After defining the succession objectives, HR will be able to create the organization's succession plan, to identify and develop one or more successors for strategic positions.

It is possible to draw up a succession plan in:

• Career and Succession > Organization Succession Plan > Button+ add > Succession plan.

When deleting the succession plan defined for a given member of the organization, information on the impact of loss and risk of loss will be excluded, provided that the Employee is not a candidate for succession in another succession plan.

When adding a candidate to the succession, it is possible to define and consult the risk and impact of the loss, even if the employee does not occupy a critical position.

The risk of loss can only be changed if the candidate for succession is not a key position or has not been defined as a risk of loss.

A list of succession candidates can be provided at:

• Career and Succession > Team Succession Plan > Button+ add > Succession plan.

Map successors to employees who are not key positions

It is possible to nominate an employee as a successor to someone who is not classified as a key position. This is useful when, for example, it is identified that the employee, even if it is not a key position, will cause an impact if he asks to leave the company.

To add a candidate as a successor go to:

• Career and Succession > Organization Succession Plan > button Add.

Depending on how the system isconfigured by Administrator, the organization's succession plan screen will hide the candidates and succession eligibility tabs. In this case, the screen will list all employees in a single tab and display an additional column, identifying employees who occupy a key position in the company.

Succession candidates mapped by leaders

Those led, indicated for succession or considered as a key position (if these functionalities are available by the company), can also add candidates to the succession of the position they occupy. When the leader indicates a candidate for succession, HR receives a notification with the information and can edit/delete and change the readiness level of these candidates.

Those led who have this functionality, in addition to viewing the candidates they have indicated, will also be able to see all the people that HR has indicated as a candidate for the succession of the position in which they occupy.

To consult the key positions of the organization, go to:

• Organizational structure >Hierarchy

When consulting the organization's key positions, all divisions indicated as key positions have a key icon, as shown in the image:

By clicking on the division classified as a key position, it is possible to consult the risk of loss, impact of the loss, time in the position and also the registered candidates for succession.

The organization's key positions, in addition to the risks and impacts of losing the occupants of that position, must be defined in:

• Career and Succession > Organization Succession Plan > button + Add > Succession plan.

If an employee occupies a key position and is off of the company, their division will still appear as occupying that position. In this case, the system will identify that this person has been terminated and will allow you to designate someone to replace him in the key position.

Compare succession candidates

Succession candidates can be evaluated by comparing people across the organization who are on the successor list for a key position.

To make this comparison, go to:

• Career and succession > Succession plan > Organization succession plan > View details () > button Compare.

The comparison can be made with up to three candidates. In case you have more than three candidates, the comparison can be alternated between them, being necessary to click on the buttonCompare with each change.

Consult IDP objectives

On the comparison screen, it is possible to consult the IDP of the employees indicated as candidates for succession, including the number of all objectives registered for the current position and for the employee's career.

By clicking on the number of goals, you can see their details and progress.

Compare assessment scores

The comparison screen shows the final grade of the assessments of result, potential and competences of the succession candidates, compared between the last three cycles.

Therefore, to display grade comparison charts, the last three assessment cycles must be completed and their end dates must be prior to the current date.

If any of the last three cycles does not contain completed assessments — of results, potential and competencies — no information is presented for that cycle.