Flowchart showing Mölynlycke 's organisational succession planning process

Document extract:

The process

3.2.1

Input

3.2.2

Define key positions

The succession plan covers positions from Hay grade 17 and above. Other positions could be defined as key positions after approval of corporate HR.

All managers with subordinated positions from level 17 and above have a responsibility to present a succession plan. If required locally, the succession plan for other key positions could be delegated.

3.2.3

Identify potential successors locally

Gather information from the performance appraisal documentation, eg performance indicators, gap analysis, personal development plan and overall appraisal category.

Furthermore career plans, management feedback and previous experiences.

Aim for two successors who are ready within 0-3 years for each key position.

3.2.4

Successor coordination

If no local successor is identified for a key position, this is an important input to the global network for successors, coordinated by corporate HR. This is a signal to start discussions about potential successors from other parts of the organisation.

3.2.5

Output

Succession plan, Ref (1), submitted to corporate HR by end
Q1. The form succession plan specifies what information that should be reported. Other supporting documents could be used locally.

Responsibilities and authorities

Activity

Line manager*

Succession coordinator; HR manager (where available) or proceed site manager/market site manager.

3.2.2

Define key positions

AR

C

3.2.3

Identify potential successors locally

AR

C

3.2.4

Access the global network for successors

C

AR