[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-174210-en":3,"doc-seo-174210-105":30,"detail-sidebar-cat-1-en-105":90},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":21,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":29},174210,7971461740909,"Levi","https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d",1,12,"Resumes","Succession Plan - Recruitment and Retention - Template","A succession plan template that helps organisations build and retain internal talent by identifying employees ready for promotion or lateral career moves. It supports recognising training and development gaps and provides reportable data for a stronger talent strategy. The template outlines a flexible succession process, including governance roles, review procedures, organisation structure mapping, leadership and vacant position tracking, potential successor evaluation, and hiring data to measure internal-pipeline conversion.","TEMPLATE\nRECRUITMENT AND RETENTION\nSUCCESSION PLAN TEMPLATE\nAn effective succession plan ensures an organisation is investing in its internal talent pool and retaining employee knowledge. A succession plan aims to recognise employees who are ready for promotions or lateral career changes, assists in the identification of training and development gaps and provides reportable data to support an organisation’s talent strategy.\nIt is important to develop a flexible succession process to adapt to changing organisational capabilities and leadership roles.\nAn example process is to:\nThis succession plan template can be utilised to create an internal talent pipeline and track and record candidates to align with an organisation’s talent strategy. Alternatively, an organisation may use this as a guide when implementing talent software that incorporates succession planning capability.\nFurther Resources\nAHRI Templates\n\u0013 HYPERLINK \"https://www.ahri.com.au/ahri-assist/workforce-design/workforce-planning/succession-planning\" \u0014Succession planning | Australian HR Institute (ahri.com.au)\u0015\n\u0013 HYPERLINK \"https://www.ahri.com.au/ahri-assist/recruitment-and-retention/recruiting-candidates/sourcing-candidates\" \u0014Sourcing candidates | Australian HR Institute (ahri.com.au)\u0015\n\u0013 HYPERLINK \"https://www.ahri.com.au/ahri-assist/recruitment-and-retention\" \\l \":~:text=Sourcing%20talent%20and%20managing%20talent%20pipelines\" \u0014Sourcing talent and managing pipelines | Australian HR Institute (ahri.com.au)\u0015\nShort Courses\n\u0013 HYPERLINK \"https://www.ahri.com.au/certification-and-training/short-courses/effective-interviewing-and-selection-skills\" \u0014Effective Interviewing and Selection skills | Australian HR Institute (ahri.com.au)\u0015\n\u0013 HYPERLINK \"https://www.ahri.com.au/certification-and-training/short-courses/building-an-ethical-workplace-culture\" \u0014Building an Ethical Workplace Culture | Australian HR Institute (ahri.com.au)\u0015\n[Insert organisation name] Succession Plan\nDate: [eg FY2022/23]\nPurpose:\nKey goals and outcomes:\nSuccession Planning Team:\n[Identify the individuals responsible for developing, implementing, and overseeing the succession plan. Clearly define the roles and responsibilities of each team member.]\nReview process:\n[Identify the individuals responsible for reviewing the succession plan and the procedure for how this is undertaken. Link to any relevant policies and procedures]\nOrganisation Structure\n[Insert the organisation structure image]\nCurrent positions\nLegend [e.g. marketing department, accounting department]\nUpdated: [Insert date]\nCurrent Leadership positions\nLegend [e.g. marketing department, accounting department]\nUpdated: [Insert date]\nVacant positions\nLegend [e.g. marketing department, accounting department]\nUpdated: [Insert date]\nPotential Successors\nLegend [e.g. marketing department, accounting department]\nUpdated: [Insert date]\nOrganisational training & development programs\n[Insert name of program e.g. Company Mentoring Program]\n[Insert name of program e.g. External Education – Certificate IV, Bachelor]\n[Insert name of program e.g. External Education – Department attends X short course for skill retention]\nInclude current employees who are part of these programs in the table below:\nGraduate Intake Program\nDelete this section if the company does not have a graduate program.\nDiversity & Inclusion Initiatives\nInclude programs the organisation is registered with to attract diverse talent. For example, where the organisation’s targeted diversity and inclusion strategy is to register with government job boards or recruitment services.\nInclude current employees who are part of these programs in the table below:\nEvaluation of successors\nExample: The organisation uses key performance indicator metrics to evaluate employee performance against the overall strategic goals of the organisation. KPIs are specific and able to be objectively measured. The SMART criteria has been applied to help define KPIs – Specific, Measurable, Attainable, Relevant and Time-b","cbCaieKhz1U751ug","https://ap.wps.com/l/cbCaieKhz1U751ug","docx",165155,4,"English","en",105,"# Purpose\n## Key goals and outcomes\n## Succession Planning Team\n## Review process\n# Organisation structure\n## Current positions\n## Current leadership positions\n## Vacant positions\n## Potential successors\n# Organisational training & development programs\n## Diversity & Inclusion initiatives\n# Evaluation of successors\n# Hiring data","[{\"question\":\"What is the purpose of a succession plan in recruitment and retention?\",\"answer\":\"It ensures the organisation invests in internal talent and retains employee knowledge. It also identifies employees ready for promotions or lateral career changes and supports talent strategy data needs.\"},{\"question\":\"Who is responsible for developing and overseeing the succession plan?\",\"answer\":\"The template defines a Succession Planning Team and requires clear identification of individuals responsible for development, implementation, and oversight, along with their roles.\"},{\"question\":\"How does the template evaluate potential successors and track hiring outcomes?\",\"answer\":\"It provides guidance for evaluating successors using measurable performance indicators (including SMART criteria) and collecting hiring data such as internal-to-external conversion rates from the talent pipeline.\"}]","Succession Plan - Recruitment and Retention - Template | DOCX",1788311228,2,{"code":4,"msg":31,"data":32},"ok",{"site_id":24,"language":23,"slug":33,"title":14,"keywords":34,"description":15,"schema_data":35,"social_meta":85,"head_meta":87,"extra_data":89,"updated_unix":28},"succession-plan-recruitment-and-retention-template","",{"@graph":36,"@context":84},[37,52,67],{"@type":38,"itemListElement":39},"BreadcrumbList",[40,44,47,50],{"item":41,"name":42,"@type":43,"position":11},"https://docshare.wps.com","Home","ListItem",{"item":45,"name":46,"@type":43,"position":29},"https://docshare.wps.com/template/","Template",{"item":48,"name":13,"@type":43,"position":49},"https://docshare.wps.com/template/resumes/",3,{"item":51,"name":14,"@type":43,"position":21},"https://docshare.wps.com/template/succession-plan-recruitment-and-retention-template/174210/",{"url":51,"name":14,"@type":53,"author":54,"headline":14,"publisher":56,"fileFormat":59,"inLanguage":23,"description":15,"dateModified":60,"datePublished":61,"encodingFormat":59,"isAccessibleForFree":62,"interactionStatistic":63},"DigitalDocument",{"name":9,"@type":55},"Person",{"url":41,"name":57,"@type":58},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-06","2026-09-02",true,{"@type":64,"interactionType":65,"userInteractionCount":21},"InteractionCounter",{"@type":66},"ViewAction",{"@type":68,"mainEntity":69},"FAQPage",[70,76,80],{"name":71,"@type":72,"acceptedAnswer":73},"What is the purpose of a succession plan in recruitment and retention?","Question",{"text":74,"@type":75},"It ensures the organisation invests in internal talent and retains employee knowledge. It also identifies employees ready for promotions or lateral career changes and supports talent strategy data needs.","Answer",{"name":77,"@type":72,"acceptedAnswer":78},"Who is responsible for developing and overseeing the succession plan?",{"text":79,"@type":75},"The template defines a Succession Planning Team and requires clear identification of individuals responsible for development, implementation, and oversight, along with their roles.",{"name":81,"@type":72,"acceptedAnswer":82},"How does the template evaluate potential successors and track hiring outcomes?",{"text":83,"@type":75},"It provides guidance for evaluating successors using measurable performance indicators (including SMART criteria) and collecting hiring data such as internal-to-external conversion rates from the talent pipeline.","https://schema.org",{"og:url":51,"og:type":86,"og:title":14,"og:site_name":57,"og:description":15},"article",{"robots":88,"canonical":51},"index,follow",{"doc_id":7,"site_id":24},{"code":4,"msg":5,"data":91},[92,97,100,105,110,115,120,125,130],{"id":93,"doc_module":11,"doc_module_name":46,"category_name":94,"show_sort_weight":95,"slug":96},11,"Presentations",90,"presentations",{"id":12,"doc_module":11,"doc_module_name":46,"category_name":13,"show_sort_weight":98,"slug":99},80,"resumes",{"id":101,"doc_module":11,"doc_module_name":46,"category_name":102,"show_sort_weight":103,"slug":104},14,"Invoices",70,"invoices",{"id":106,"doc_module":11,"doc_module_name":46,"category_name":107,"show_sort_weight":108,"slug":109},15,"Posters",60,"posters",{"id":111,"doc_module":11,"doc_module_name":46,"category_name":112,"show_sort_weight":113,"slug":114},16,"Social Media",50,"social-media",{"id":116,"doc_module":11,"doc_module_name":46,"category_name":117,"show_sort_weight":118,"slug":119},17,"Forms",40,"forms",{"id":121,"doc_module":11,"doc_module_name":46,"category_name":122,"show_sort_weight":123,"slug":124},18,"Letters",30,"letters",{"id":126,"doc_module":11,"doc_module_name":46,"category_name":127,"show_sort_weight":128,"slug":129},21,"Paper Templates",5,"papers-templates",{"id":131,"doc_module":11,"doc_module_name":46,"category_name":132,"show_sort_weight":4,"slug":133},158,"General","general-158"]