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Administrator Guide
Last Updated: 2025-09-19
Steps: Set Up Succession Planning in HR Partner Hub

Steps: Set Up Succession Planning in HR Partner Hub

Security:
Worker Data: Succession
 domain the Talent Pipeline functional area.
You can configure the
Succession Planning
 report in
HR Partner Hub
 for an overview of succession planning information for the organizations HR Partners support. The
Succession Planning
 report displays your highest level organization or the organizations selected in the filter on the
Overview
 page by default. You can change what organizations are displayed by using the filter at the top of the page.
You must have the same security group access to the
Worker Data: HR Partner Hub
 and
Worker Data: Succession
 domains to view organizations in
Succession Planning
 in the
HR Partner Hub
. This feature only supports displaying data for users in constrained role-based, intersection, or aggregation security groups. See: Reference: HR Partner Hub Security and Data Sources.
  1. Access the
    HR Partner Hub
    , and use the menu to navigate to
    Organizational Health
    Succession Planning.
  2. As you review the cards in the
    Succession Planning
     section, consider:
    Option
    Description
    Succession Plans
    Displays the total number of succession plans.
    Top Organizations
    The fill rate of positions with succession plan candidates on the plan at the time of the job change for your organizations.
    We order this card to display the top 4 organizations. This card displays the data from the
    Succession Plan Candidate Fill Rate
     report. Security:
    Worker Data: Headcount Reports
     and
    Worker Data: All Positions
     domains in the Staffing functional area.
    Plans Without Updates in the Past 6 Months
    Displays existing succession plans without updates in the past 6 months.
  3. In the
    Succession Plans
    , we display a maximum of 3 cards. As you review the cards, you can select:
    • Manage Plan
       to access the
      Manage Succession Plan
       task for the succession plan on the card. See: Steps: Manage Succession Plans.
    • The
      View All Plans
       button to navigate to the
      View All Succession Plans
       report in a pop-up.
  4. The
    Positions Without Succession Plan
     section, displays all positions without succession plans in this order:
    • Positions marked as critical.
    • Organization name.
    • Position ID.
    Select the
    Create Plan
     button to access the
    Create Succession Plan
     task.
Fill Rate Calculation
We calculate the
Fill Rate
 in the
View All Succession Plans
 report with the following formula:
Fill Rate
 = Total Successful Job Changes / Total Job Changes
Total Successful Job Changes:
 This is the number of completed, inbound job changes where the incoming worker was a candidate on the organization's succession plan. The job change must have occurred after the succession plan was created and have an effective date on or before the current date. The candidate must have been listed on the most recently completed succession plan event before the job change's effective date.
Total Job Changes:
 The total number of completed, inbound job changes for all positions within organizations that have position restrictions and a succession plan. This only returns data for job changes after the creation of a succession plan.
You’re an HR Partner accessing the
Succession Plan Candidate Fill Rate
 report. Reviewing Organization A to see how the calculation works.
  • Organization A has three positions with restrictions: Position A, Position B, and Position C.
  • Position A and Position B have succession plans. Position C does not.
  • The system only looks at positions that have both Position Restrictions and a succession plan, so we only count data from Position A and Position B.
Position A has 4 job change events. Of these, only 2 meet the criteria for a valid job change. The job changes were completed and inbound, and happened after the plan was created. Out of those 2 valid events, only 1 was considered successful because the incoming worker was a candidate on the succession plan.
Position B has 2 job change events, both of which meet the valid criteria. However, neither was considered successful.
Position C has 20 job change events, but since it has no succession plan, these are not included in the calculation.
The result:
  • Total Successful Job Changes
     = 1 (from Position A)
  • Total Job Changes
     = 4 (2 from Position A + 2 from Position B)
Based on the formula, Organization A's
Fill Rate
 is 1 out of 4, or 25%.
Review the
Succession Plan Candidate Fill Rate
 report.