Purpose

This article describes the workflow for creating succession plans using the tools within Eightfold Succession Planning. The information walks you through four stages:

1. Identifying the key role from JIE and setting role criticality.
2. Accessing the succession plan management page for the chosen role.
3. Adding successors to succession plans.
4. Adjusting and annotating successor information.

Audience

Succession Planning is intended for managers and HRBPs.

Identifying key roles

The first step is to target a role from Job Intelligence Engine (JIE) to build a succession plan for. Once you’ve identified a key role, use role criticality tags to specify role criticality.

Using filters

You can use filters to help you narrow down key roles. For example, if an HRBP has access to multiple BUs, they can select filters to filter for specific roles, business function, or locations. Read more about filters in View filters.

Incorporating role criticality

Role criticality identifies the urgency of succession planning for any given role. HRBPs and managers determine role criticality from a pre-configured set of values. Values are company-specific and assigned to roles deemed urgent or critical. Critical roles can be those that have a high turnover rate or are pivotal to corporate goals.

Role criticality tags are located on the home page in the leftmost table column. They appear as labels or tags attached to a succession plan. Users can filter for critical roles within their organization by adding and filtering tags during a search.

Editing tags

Role criticality tags are edited on the home page.

To edit a tag:

1. Select the desired succession plan on the home page.
2. Navigate to the overflow menu in the successors’ column.
3. Select the overflow menu.
4. Select edit role criticality.

A new window appears with the plan’s role, location, and role criticality. To delete a previously assigned tag, select the x next to the name of the tag. New tags are added using the search bar. Only configured tag names or values appear in the search results. Additional names or values must be added by Eightfold support staff.

In the example pictured above, the role criticality tags are VCR, TOP T, and MCR.

Navigate to the succession plan management page

The succession plan management page is designed for deep editing and insight experiences. It's accessible from the home page by clicking on a plan or selecting the overflow menu in the rightmost section of a plan.

On the management page users can remove successors, rearrange the order of successors, and add notes to plans and successors.

Successor table

The successor table lists all of the successors identified in a succession plan. Similar plan components from the home page are present in the successor table. These components include role criticality, succession readiness state, order, match score, and add successor.

The heat map view of the successor table adjusts whenever a successor is added or removed. Changes in the colors and counts match the changes made to the list of successors.

Adding employees to succession plans

Within the succession plan management page, you have two methods for adding successors to a plan. You can manually add employees or use the recommended successors table. As you are viewing employees to add as successors, you can click on their names to enter the HRBP View or Manager View, depending on your permissions. This page contains a profile of relevant career development information.

Option 1: Manually adding successors

Successors can be added with a name search or by adding them from the recommended successors’ list. To add a successor using a name search, navigate to the bottom of the successors’ table and select the add successor button. In the search bar, insert the name or part of the name of the successor you would like to add.

The search bar for adding successors is for names only and will not generate results based on other terms such as title or location.

Option 2: Using the recommended successors table

The second table on the plan management page displays AI-generated recommendations for each role. Recommended successors can be added to the plan by selecting the add button in the rightmost column of the table.

The unordered list of recommended successors provides the employee’s name and role, time in current role, succession role(s), and match score.

The match score feature provides AI-backed successor scores based on a collection of profile data points. match score insights use a 5-point scale designed for taking actions for or against a successor. Match scores are displayed in the rightmost column of the table.

The calibrate recommendations button is available at the bottom of the recommendation table. Calibration allows users to fine-tune their recommended successors to better align with succession plan goals and objectives.

Selecting this option takes the user to a page outside of the Succession Planning feature set but still within the Career Hub platform.

Option 3: Adding with successor comparison

Successor comparison permits the addition or removal of successors from inside a dedicated comparison window.

While comparing a recommended successor, click the add as successor button to add the employee to the succession plan. Click the remove as successor button to remove the employee from the succession plan. The add/remove buttons are located under the successor’s name in the employee’s designated column.

Adjust the succession plan

As you add successors to a succession plan, you can make the following adjustments to build the plan.

Specify succession readiness

You can specify succession readiness for a given employee with a tiered succession readiness state model. For more information, read Understanding succession readiness state.

Successor order

Successor order is based on user preference and can be arranged as desired. To move a successor select the successor’s row and drag and drop the row into the desired location. A small hand with five fingers appears in the area that dragging is permitted.

Notes section

The notes section is located at the bottom of the succession plan management page. Notes can be added to an individual successor or to the overall succession plan. For more information on adding notes, read Adding notes and actions.

Using talent cards

Talent cards provide a summary of the employee’s Career Hub profile and succession planning interactions. Cards are downloadable and can act as a reference point when building succession plans.

Talent card structure

The following items are present in each talent card:

• Employee name, role, business function, location, and service date
• Number of successors and succession roles
• Stage of development and current year
• Risk/impact of loss
• Current external positions
• Future positions
• Download date

Downloading a talent card

You can access talent cards on the succession planning home page. The download format is PDF.

To download a talent card:

1. Select the desired succession plan.
2. Navigate to the overflow menu in the successors’ column.
3. Select the overflow menu.
4. Select download talent card.

Note: Users who have an empty course listed in their Development plan may encounter difficulties when attempting to download the talent card.