People & Team
Succession Plan
MyPMP
QMS Template
Objectives
Scope
Approach
| Milestone | Owner | Due | Status |
|---|---|---|---|
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Saving to the cloud (sync across devices) is a paid feature. Unlock Succession Plan for $1/mo, or get everything with membership ($9/mo or $99/yr).
🧑🤝🧑 People & Team
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About the Succession Plan template
A Succession Plan identifies critical roles and the people ready—or being developed—to fill them if a key person leaves, retires, or is promoted. It protects against knowledge loss and single points of failure by mapping readiness, gaps, and development actions for each successor. For project and functional leaders, it keeps delivery continuous when turnover hits.
It's part of My QMS, MyPMP's Quality Management System: fill it in online, personalize it with your name and logo, then export a clean, branded PDF. Your work auto-saves in your browser.
When to use a Succession Plan
- ▸Preparing for a leadership or sponsor transition on a long-running program
- ▸Identifying single points of failure where only one person holds critical knowledge
- ▸During annual talent reviews or organisational restructuring
- ▸When onboarding depends on a departing subject-matter expert
What a good Succession Plan includes
- ✓Critical roles and why each is business-critical
- ✓Current incumbent and risk of departure or unavailability
- ✓Candidate successors with readiness rating (ready now, 1-2 years, longer)
- ✓Skill or experience gaps for each successor
- ✓Development actions, mentoring, and target dates
- ✓Interim coverage plan for an unexpected vacancy
What's inside this template
The interactive form above gives you:
ObjectivesScopeApproachA table of Milestone, Owner, Due, StatusRisks & dependencies
Tips & common mistakes
- 💡Rate readiness honestly—listing a name without a development plan gives false assurance
- 💡Don't limit each role to one successor; a single named backup recreates the risk you're solving
- 💡Review at least annually and after any promotion or exit, since readiness and org needs shift
How it works
- 1. Fill it in — type directly into the fields, tables and sections above.
- 2. Brand it — add your organization name and logo with the Branding button.
- 3. Export — print to PDF, or become a member to white-label and sync across devices.
FAQ
How many successors should each role have?＋
Aim for two to three candidates per critical role at varying readiness levels, so you're covered whether the vacancy is planned or sudden.
What does a readiness rating mean?＋
It signals how prepared a candidate is to step up—commonly 'ready now', 'ready in 1-2 years', or 'ready in 3+ years'—and drives the development actions you assign.
How is succession planning different from replacement planning?＋
Replacement planning names a stand-in for emergencies, while succession planning develops a pipeline of talent over time through targeted growth and mentoring.
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