The Manager's Toolkit

SUCCESSION PLANNING – KEY STEPS

Identifying Successors:

Risk Assessment:

The function director will be required to identify potential successors for all Grade A, B and at risk Grade C, D and E positions from existing employees. It’s important to note that potential successors need not currently be in the same grade as the identified position . Successors may come from within CBL and from elsewhere in Pernod Ricard . If a position is not to be replaced when the current job holder leaves then this will also be noted as part of the process. Once potential successors have been identified the function director is required to identify the succession development needs required for each individual. These needs should be integrated into the individual’s overall Learning Plan. Employee’s should be aware of their inclusion in succession plans and, where possible, involved in the creation of their Learning Plan. If a potential successor works in another business area, the relevant Exec member should be informed before any discussion takes place with the employee.

To assess the risk associated with each key position , the function director is asked to assign a ‘ score ’ based on three criteria :

✓ Business Impact ✓ Ease of replacement ✓ Likelihood to replace