Succession Plan in Talenta Performance can be used to identify employees with the potential to fill key positions in the future and group them into a succession pool.

The following are the steps to create a succession plan:

1. Log in to your Talenta Performance Management account and select the “Talents” menu, then click Succession plan.
   

2. You will then be directed to the following page.
   Description:

   No.	Column/Button Name	Description
   1	Create succession plan	A button for creating a new succession plan.
   2	Filter	Use the filter based on division (Organization) and click “Apply Filter” to apply the filter.
   3	Key position/Employee	Change the list view based on: Key position: Contains a list of succession pools based on the created Key Positions, along with their organization and successor talent. Employee: Contains a list of employees who have been identified as potential employees for each key position.
   4	Search bar	Use the search bar to search for specific keywords based on the list.
   5	View detail	Click to view the succession plan details page.   This button changes to an “Action” button when you select the Employee list view. This button has a different function from “View detail.” Continue reading the guide to learn more.

3. To create a new succession plan, click “Create Succession plan.”

4. You will be directed to the Create Succession Plan - Employment criteria page as follows.
   
   Description:

   No.	Column/Button Name	Description
   1	Key position	Determine the key position for the succession pool to be created. The list of key positions available here corresponds to the Talenta job positions.
   2	Organization	Select the organization that corresponds to the Key Position.
   3	Service length	Enter the employee’s length of service if it is required as a criterion for identifying the employee as a successor.
   4	Employee status	Select the employee status in the company, whether permanent, contract, freelance, or other, if employee status is required as a criterion for identifying the employee as a successor.

5. If all fields have been filled in correctly and completely, click “Next.” You will be directed to the next page, Standard competencies, as follows.
   

   1. Select the assessment type you want. You can select Talenta performance if the assessment is conducted using a cycle in Talenta performance, or Manual input if you use a third party to conduct the assessment of the successor.

      The competencies available in the selection can be added, changed, or removed through “Competency item” in the Set up Competency item menu. 

   2. Click the available Group name, then “Next.”

6. On the next page, Standard competencies, click “Add talent” to add employees with the potential to become successors for the key position.
   

7. Click the “+” sign to add employees and the “-” sign to remove employees. Then click “Add” to save.
   

8. You can click “Filter” to search for employees based on branch, organization, job level, job position, employee status, and service length filters.
   

9. Next, you can determine the Readiness level (optional) based on the assessment results. You can leave it blank initially and change it later on the succession pool details page after viewing the assessment result gap for each successor.
   

10. The Succession pool you created will then appear as follows. Click “View detail” to view the details.
    

11. If the specified key position is vacant and there is a successor who has met the specified standard competencies, you can promote them to that position by clicking “Action” and selecting “Promote.”
    

    If you have confirmed the promote action for the relevant succession, the system will send a notification to the Talenta Default Super Admin via the Talenta inbox and email. Next, the Talenta Super Admin can continue the employee transfer process by clicking the proceed promote button in the Talenta inbox or email.

12. A confirmation pop-up will then appear. Click “Promote” to continue.
    

13. In addition, under “Action,” you can change the readiness level by clicking “Edit readiness,” view the comparison between the specified standard competencies and the assessment results completed for the successor by clicking “View detail,” and remove an employee by clicking “Remove from pool.”
    

14. Click “Edit” to change the succession pool you created.
    

15. Alternatively, you can add an employee by clicking “Add Successor Talent.”
    

That is how to manage a succession plan in Talenta Performance. Next, you can learn how to set up competencies in Talenta Performance here.