Critical roles
Assess institutional impact, scarce capabilities and long-term value. Keep incumbent vacancy urgency separate from the importance of the role.
A stronger leadership pipeline.
Built on evidence. Shaped by judgement. Sustained through development.
Successor evidence
Document achievements, qualifications, career aspirations and role-specific readiness. Unassessed people are not assumed ready.
Human calibration
Review performance and potential with a panel. A nine-box position is a discussion aid, never an appointment decision.
Purposeful development
Connect improvement needs to initiatives, success measures, accountable owners and due dates. Experience, coaching and learning support the 70:20:10 framework.
Review and continuity
Approve versioned plans, verify availability and test simultaneous vacancies without counting the same successor twice.
Your source model, respected.
The workbook’s two-Yes-of-three method remains separate from the nine-criterion assessment. The connected critical-jobs workflow uses versioned weights and scales, with Critical beginning at 75%. AI recommendations remain advisory; people approve the final assessment.
Research basis: CIPD succession planning; OPM succession management; UK Civil Service talent guidance; SHRM calibration; SDAIA privacy principles. No predictive ranking or automatic employment decisions.
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