Understanding Succession Planning

In this article: 


Succession Planning is the process of identifying critical positions within your organization and developing action plans for employees to take those positions. Succession Planning ensures that you have the right people in the right positions, both now and in the future. 

Done well, Succession Planning: 

  • Identifies talent risks 
  • Guides talent development 
  • Help prepare organizations for when talent needs arise

Accessing Succession Planning

Access Succession Planning by clicking and expanding Analytics in the left-hand navigation menu. Then, click Succession Planning to navigate to the Talent & Succession Planning home page. 

How does Succession Planning Work?


To begin- your organization will upload a file with your current succession plan. This file should include: 

  • Critical Role Name
  • Current Incumbent ID
  • Successor Employee ID
  • Successor Readiness
    • Ready Now
    • Ready In 12 Months
    • Ready In 24 Months
    • Ready In 36 Months
    • On The Radar

With your Succession Planning file, Quantum Workplace will then populate the Succession Planning home page with widgets and related information. Some of these widgets include: 

  1. Critical Roles
    Identifies the number of critical roles within your organization, as well as the number of roles that are empty or need to be filled as well as the number of roles that have no potential successors. 
  2. Candidate Readiness
    An interactive widget that estimates when any number of successors will be prepared to comfortably step into their new role.
  3. Candidates By Demographic
    This widget displays a visual indicator of how your successors break down by specified demographics via color-coded dots. The highlighted demographic can be changed on demand to quickly visualize available candidates by a demographic.

Viewing  Roles & Potential Candidates

Below the widgets at the top, you’ll find a list of roles within your organization. Each row contains the name of the role, the current incumbent and the number of potential successors. 

Click on the name of the role to go into greater detail regarding the current employee and their demographics.

  • A: Click the + Add Candidate button to identify and add a new candidate for the role
  • B: Click Promote Candidate to replace the incumbent with the new successor, whether in the platform or an external candidate
  • C: Click Details to open the identified candidate's profile as seen in the next image

When viewing a candidate's profile:

  1. Action & Navigation: Houses the Edit Candidate and Remove as Candidate buttons as well as navigation arrows to browse all candidates for a specified role. 
  2. Talent: Displays Talent Review, Strengths, Gaps and General Note information at-a-glance. Click View Profile for more details. 
  3. Development: Highlights any active Development Goals or those completed in the last 12 months.
  4. Demographic Information: Displays the candidate's demographic information.


Click the ⋮ icon to view or edit the candidate's profile, including their readiness level and general notes. You can also remove the candidate as a potential successor here. 

Promoting Candidates

Candidates can easily be promoted within the platform to automatically update both, the role incumbent and your organization's org tree(s). 

When viewing a role and its incumbent, click Promote Candidate. 


In the modal pop-up, specify which of the identified candidates is to replace the incumbent.

Identified candidates will be listed in the default tab. To promote a candidate who wasn't listed as an Identified Candidate, click the Someone Else tab and enter and click their name in the text field. The successor will need a profile in the platform to be promoted as a successor.  

After selecting the successor, click Promote to finalize your decision and replace the incumbent with your new successor.