Step 1: Key/Critical Positions			
Agency/Dept./Division: ________________	Manager: _______________  Date: _________  Year(s) applicable: ____________	
Dept./	Job Class Title		Other distinction	Supervisor	Retirement	Reason this is key/critical	
Division/ Unit			(positions#,		Eligibility Date	position	
			description, etc.)				

							

							

							

							

							

							

Reasons a position may be key/critical:
0	Mission: Position is a key contributor to the organizational mission. 

0	Critical Function: Position performs task critical to vital functions. Leaving it vacant would hinder or prevent success of mission. 
0	Specialization: Position provides specialized leadership or skills that are difficult to replace. 

0	Location: Position fills a unique and important capacity at a particular location that would be difficult for another position, or the same position in another location, to take over. 

0	High Turnover: Position is one in a class or occupational group vulnerable to high turnover. 

Include additional pages as needed	(based on Iowa & other sources)

Succession Planning Template

Step 2: Position or Position Group Analysis

Agency/Dept./Division: ________________  Manager: _______________  Date: __________ Years Applicable: ______________

Key/Critical Position/Class:			Position Title or Job Class:	
				
Reason position/class is key/critical:		Retirement Eligibility Date (if applicable):	
External Factors:	Internal Factors:		How position will be used in the future:	

				

What competencies or skill sets will be required?		
		
Current level of readiness to replace departing staff:		
		
Gaps – competencies or skill sets not possessed by current staff:		
			
Include additional pages as needed for each position or class	(based on Iowa & other sources)	

Succession Planning Template

Step 3: The Succession Plan

Agency/Dept./Division: ________________  Manager: _______________  Date: __________ Years Applicable: ____________

Key	Highest Priority	Highest Priority	Target	Person(s)	Required	Status/Progress	
Positions/	Gaps in	Strategies to address Gaps	Complete	Responsible	Resources		
Classes	skills/competencies		Date				

							

							

							

							

Include additional pages as needed	(based on Iowa & other sources)

Succession Planning Template	4