Overview

Managers can view, create, and manage succession plans for their direct and indirect reports through Career Hub and the My Team dashboard. This collaborative approach ensures that those closest to the talent have a voice in long-term leadership continuity.

Key Benefits

• Direct Ownership: Managers can proactively manage talent pipelines for their critical positions rather than waiting for HR-led cycles.
  
• Enhanced Visibility: Dedicated dashboards and search filters allow managers to track succession health across their entire management chain (up to 3 levels deep).
  
• Collaborative Planning: Plans are shared between Managers and HRBPs. All updates are captured in a shared audit log, ensuring transparency and alignment on talent decisions.
  
• Seamless Continuity: If a manager or an employee changes roles, the system automatically handles access. Succession plan access is transferred to the new manager of the incumbent, ensuring the plan is never "lost" during transitions.

Configuration

By default, succession planning is only available to HRBPs. To grant access to managers, an Admin must perform the following steps:

1. Enable Manager Access:
   

• Navigate to Admin Console > Product Setup > Talent Management > Succession Planning.
  
• Locate and enable the Enabled for Managers toggle.
  
• Note: This feature depends on both Succession Planning and My Team V2 being enabled.

2.Configure Granular Permissions (Optional): Admins can further refine what managers can see or do (e.g., viewing calibration states, adding/removing successors, or editing plan notes) within the Succession Configuration settings to match the organization’s specific privacy requirements.

How to use Manager Succession Planning

Once enabled, managers can access succession tools through two main areas:

1. The Team Planning Page (Career Hub)

Managers can navigate to the Team Planning section in Career Hub to find the Succession Planning tab.

• Monitor the Chain: Use the management chain filter to view succession plans for direct reports as well as indirect reports (skip-level).
  
• Identify Gaps: Easily see which critical positions lack a succession plan and create one instantly.
  
• Manage Successors: Within a plan, managers can add, update, or remove successors. This includes the ability to add potential successors who may currently sit outside the manager's own team.

2. The "My Team" Dashboard

Succession planning is integrated into the My Team manager experience:

• Quick Stats: View a summary of reports without succession plans directly on the dashboard.
  
• Succession Panel: Open a specific report's profile to view their current plan details or update their readiness states (e.g., "Ready Now" vs. "Ready in 2+ Years").

Important Note on Role Plans

While managers have full access to Position Plans (plans tied to specific seats/employees like "Manager of Team A"), they do not have access to manage Role Plans (broad plans for a general job title like "Software Engineer"). Role plans remain the responsibility of HRBPs to ensure a company-wide perspective.