Succession Hub - Complete Guide to Leadership Continuity

System Features Special Features Succession Planning

Last updated: January 26, 2026 • Version: 2.0

1 1. Understanding Succession Hub
2 2. Key Capabilities
3 3. The 9-Box Matrix Explained
4 4. Critical Roles & Succession Planning
5 5. Readiness Levels
6 6. Development Programs
7 7. Bench Strength Dashboard
8 8. Talent Pools
9 9. Talent Reports & Analytics
10 10. Employee Comparison (Talent Reviews)
11 11. Flight Risk Management
12 12. Getting Started
13 13. Integration with EPMS
14 14. Reports & Board Presentations
15 15. Best Practices
16 16. Success Metrics
17 Related Resources

Succession Hub - Complete Guide to Leadership Continuity

Succession Hub is MangoApps’ strategic workforce planning platform that helps organizations identify, develop, and manage leadership pipelines to ensure organizational continuity. This guide covers everything from understanding the 9-box matrix to building robust succession plans for critical roles.

1. Understanding Succession Hub

Succession Hub transforms succession planning from a reactive exercise into a proactive, data-driven strategy. Instead of scrambling when key leaders depart, organizations can maintain a ready pipeline of qualified successors for every critical position.

Core Philosophy

graph LR subgraph "Traditional Approach" A[Leader Departs] --> B[Panic Search] B --> C[External Hire] C --> D[Long Onboarding] end subgraph "Succession Hub Approach" E[Continuous Pipeline Development] --> F[Ready Successors Identified] F --> G[Smooth Transition] G --> H[Business Continuity] end style E fill:#e8f5e9 style F fill:#e8f5e9 style G fill:#e8f5e9 style H fill:#e8f5e9

System Architecture

graph TD SH[Succession Hub] --> LP[Leadership Pipeline] SH --> SP[Succession Planning] SH --> LA[Leadership Assessment] SH --> DP[Development Programs] SH --> AN[Analytics & Reporting] LP --> HP[High-Potential Identification] LP --> FR[Flight Risk Monitoring] LP --> TP[Talent Pipeline Health] SP --> CR[Critical Role Management] SP --> SM[Succession Matrix] SP --> TM[Transition Management] LA --> COMP[Competency Assessment] LA --> NINE[9-Box Matrix Placement] LA --> READ[Readiness Evaluation] DP --> EDP[Executive Development] DP --> COACH[Coaching Programs] DP --> ROT[Role Rotations] AN --> DASH[Executive Dashboard] AN --> COV[Coverage Analysis] AN --> BOARD[Board Reports] style SH fill:#1976d2,color:#fff style LP fill:#43a047,color:#fff style SP fill:#7b1fa2,color:#fff style LA fill:#f57c00,color:#fff style DP fill:#00838f,color:#fff style AN fill:#c62828,color:#fff

2. Key Capabilities

The Seven Pillars of Succession Hub

Pillar	Purpose	Key Features
Pipeline Management	Build leadership bench strength	High-potential identification, flight risk tracking, talent pool analytics
Role Planning	Ensure critical roles have successors	Critical role definition, succession depth mapping, gap analysis
Assessment	Evaluate leadership readiness	9-box matrix with EPMS integration, competency assessment, readiness scoring
Development	Grow future leaders	Development programs, coaching tracking, stretch assignments
Analytics	Data-driven decisions	Pipeline health, coverage reports, board-level insights
Bench Strength	Monitor organizational readiness	Readiness distribution, role coverage scores, department analytics
Talent Reports	Identify workforce trends	Time-in-role analytics, stagnation risk reporting, employee comparison

Feature Comparison by User Role

graph TB subgraph "Board Members" B1[CEO Succession View] B2[Leadership Bench Reports] B3[Strategic Risk Assessment] end subgraph "C-Suite Executives" C1[Executive Dashboard] C2[Organization-wide Pipeline] C3[Transition Planning] end subgraph "HR Leadership" H1[Full System Administration] H2[Development Program Management] H3[Analytics & Reporting] end subgraph "Senior Managers" M1[Team Succession Planning] M2[Candidate Development] M3[Assessment Participation] end style B1 fill:#f3e5f5 style B2 fill:#f3e5f5 style B3 fill:#f3e5f5 style C1 fill:#e3f2fd style C2 fill:#e3f2fd style C3 fill:#e3f2fd style H1 fill:#e8f5e9 style H2 fill:#e8f5e9 style H3 fill:#e8f5e9 style M1 fill:#fff3e0 style M2 fill:#fff3e0 style M3 fill:#fff3e0

3. The 9-Box Matrix Explained

The 9-box matrix is the foundation of talent assessment in Succession Hub. It maps employees across two dimensions: Performance (from EPMS reviews) and Potential (from succession assessments).

EPMS Integration

The 9-Box Matrix now integrates directly with EPMS (Employee Performance Management System) to automatically populate performance ratings:

flowchart LR subgraph "EPMS" PR[Performance Reviews] end subgraph "Succession Hub" PERF[Performance Rating] POT[Potential Assessment] MATRIX[9-Box Matrix] end PR --> PERF PERF --> MATRIX POT --> MATRIX style PR fill:#e3f2fd style MATRIX fill:#e8f5e9

Matrix Visualization

                           POTENTIAL
            ┌────────────────────────────────────────┐
            │     LOW      │   MEDIUM   │    HIGH    │
     ┌──────┼──────────────┼────────────┼────────────┤
     │ HIGH │  Workhorse   │High Perf.  │   Stars    │
     │      │     💪       │    📈      │    ⭐      │
  P  ├──────┼──────────────┼────────────┼────────────┤
  E  │MEDIUM│   Solid      │Core Player │High Potent.│
  R  │      │ Contributor  │    🎯      │    🚀      │
  F  ├──────┼──────────────┼────────────┼────────────┤
  O  │ LOW  │   Under      │Inconsistent│   Rough    │
  R  │      │ Performer ⚠️ │    📊      │ Diamond 💎 │
  M  │      │              │            │            │
  A  └──────┴──────────────┴────────────┴────────────┘
  N
  C
  E

What Each Box Means

Box	Description	Succession Priority	Recommended Action
Stars	High performer with high potential	⭐⭐⭐ Primary	Accelerated development, succession candidacy
High Performer	Strong performance, medium potential	⭐⭐⭐ Primary	Retain and leverage expertise
High Potential	High potential, building performance	⭐⭐⭐ Primary	Performance coaching, stretch assignments
Workhorse	Reliable high performer, limited growth	⭐⭐ Secondary	Value expertise, mentor others
Core Player	Solid performer, moderate potential	⭐⭐ Secondary	Retain, deepen expertise
Rough Diamond	High potential, needs performance focus	⭐⭐ Secondary	Investigate barriers, may need role change
Solid Contributor	Dependable, steady performer	⭐ Monitor	Maintain engagement
Inconsistent	Mixed results, needs development	⭐ Monitor	Targeted development support
Under Performer	Low on both dimensions	— Review	Performance management or exit

Department Filtering

The 9-Box Matrix now supports department filtering to analyze talent by organizational unit:

All Departments: View organization-wide talent distribution
Single Department: Focus on specific team’s talent landscape
Filter Persistence: Selections maintained during session

Performance Rating Source

Performance is now derived from EPMS reviews:

EPMS Rating	Matrix Performance Level
4.5 - 5.0	High Performance
3.0 - 4.4	Medium Performance
1.0 - 2.9	Low Performance

Summary Statistics

The matrix view displays key metrics:

Total in Matrix: All employees with assessments
Stars: High potential + high performance (top right box)
Succession Candidates: Employees identified for succession
High Potentials: Employees marked as high potential

Assessment Flow

sequenceDiagram participant EPMS as EPMS System participant HR as HR Admin participant MGR as Manager participant SYS as Succession Hub EPMS->>SYS: Sync Performance Ratings HR->>SYS: Configure Potential Assessments MGR->>SYS: Submit Potential Rating SYS->>SYS: Combine Performance + Potential SYS->>SYS: Place in 9-Box Matrix SYS->>HR: Generate Reports & Insights

4. Critical Roles & Succession Planning

Defining Critical Roles

Critical roles are positions where vacancy would significantly impact business operations, strategy, or competitive advantage.

graph TD CR[Is This a Critical Role?] CR --> Q1{Unique Skills Required?} Q1 -->|Yes| POINTS1[+2 Points] Q1 -->|No| Q2 POINTS1 --> Q2{Strategic Impact?} Q2 -->|High| POINTS2[+3 Points] Q2 -->|Medium| POINTS2B[+2 Points] Q2 -->|Low| Q3 POINTS2 --> Q3 POINTS2B --> Q3 Q3{Hard to Replace?} Q3 -->|Yes| POINTS3[+2 Points] Q3 -->|No| Q4 POINTS3 --> Q4 Q4{Leadership Position?} Q4 -->|Yes| POINTS4[+2 Points] Q4 -->|No| EVAL POINTS4 --> EVAL EVAL{Total Score} EVAL -->|7+| CRITICAL[🔴 Critical] EVAL -->|5-6| IMPORTANT[🟡 Important] EVAL -->|<5| STANDARD[🟢 Standard] style CRITICAL fill:#ffcdd2 style IMPORTANT fill:#fff9c4 style STANDARD fill:#c8e6c9

Succession Depth Requirements

For each critical role, Succession Hub tracks succession depth:

Succession Depth	Description	Risk Level
0 Candidates	No identified successors	🔴 Critical Gap
1 Candidate	Single point of failure	🟠 High Risk
2 Candidates	Minimum coverage	🟡 Moderate Risk
3+ Candidates	Healthy pipeline	🟢 Low Risk

Succession Matrix Workflow

flowchart LR subgraph "Step 1: Identify" A[Define Critical Roles] --> B[Set Succession Requirements] end subgraph "Step 2: Assess" B --> C[Evaluate Candidates] C --> D[Determine Readiness] end subgraph "Step 3: Develop" D --> E[Create Development Plans] E --> F[Track Progress] end subgraph "Step 4: Monitor" F --> G[Review Coverage] G --> H[Update Plans] H --> C end style A fill:#e3f2fd style B fill:#e3f2fd style C fill:#e8f5e9 style D fill:#e8f5e9 style E fill:#fff3e0 style F fill:#fff3e0 style G fill:#fce4ec style H fill:#fce4ec

5. Readiness Levels

Succession Hub categorizes candidate readiness into clear timeframes:

Readiness Timeline

┌─────────────────────────────────────────────────────────────────┐
│                     SUCCESSION READINESS                        │
├─────────────────────────────────────────────────────────────────┤
│                                                                 │
│  🟢 READY NOW              Can step into role immediately      │
│  ├─────────────────────────────────────────────────────────────│
│  │ • All competencies met                                      │
│  │ • No critical development gaps                              │
│  │ • Emergency succession candidate                            │
│                                                                 │
│  🟡 READY IN 1 YEAR        Minor development needed            │
│  ├─────────────────────────────────────────────────────────────│
│  │ • 1-2 competency gaps to close                              │
│  │ • Active development in progress                            │
│  │ • Strong succession candidate                               │
│                                                                 │
│  🟠 READY IN 2 YEARS       Significant development planned     │
│  ├─────────────────────────────────────────────────────────────│
│  │ • Multiple competency gaps                                  │
│  │ • Development program enrolled                              │
│  │ • Pipeline candidate                                        │
│                                                                 │
│  🔴 3+ YEARS               Long-term development               │
│  ├─────────────────────────────────────────────────────────────│
│  │ • Emerging talent with high potential                       │
│  │ • Foundational development needed                           │
│  │ • Future pipeline candidate                                 │
│                                                                 │
└─────────────────────────────────────────────────────────────────┘

Readiness Assessment Factors

pie title Readiness Assessment Weights "Technical Competencies" : 30 "Leadership Behaviors" : 25 "Strategic Thinking" : 20 "Business Acumen" : 15 "Stakeholder Management" : 10

6. Development Programs

Succession Hub integrates development tracking to accelerate candidate readiness.

Program Types

graph LR subgraph "Executive Programs" EP1[Executive MBA Sponsorship] EP2[Board Observation] EP3[CEO Shadowing] end subgraph "Leadership Development" LD1[Leadership Academy] LD2[Executive Coaching] LD3[Mentorship Program] end subgraph "Experience-Based" EB1[Cross-functional Rotation] EB2[Stretch Assignment] EB3[Acting Role] end EP1 --> EXEC[Executive Ready] EP2 --> EXEC EP3 --> EXEC LD1 --> LEAD[Leadership Ready] LD2 --> LEAD LD3 --> LEAD EB1 --> DEPTH[Broader Experience] EB2 --> DEPTH EB3 --> DEPTH style EXEC fill:#e8f5e9 style LEAD fill:#e3f2fd style DEPTH fill:#fff3e0

Development Program Lifecycle

stateDiagram-v2 [*] --> Planned: Program Identified Planned --> Enrolled: Participant Assigned Enrolled --> InProgress: Program Started InProgress --> Completed: All Milestones Met InProgress --> OnHold: Paused OnHold --> InProgress: Resumed Completed --> [*]: Impact Assessed note right of InProgress Track progress milestones Update competency scores Log development activities end note

7. Bench Strength Dashboard

The Bench Strength Dashboard provides an aggregate view of succession readiness across your organization, helping you identify gaps and monitor overall preparedness.

Overall Bench Strength Score

The dashboard calculates an overall bench strength grade based on coverage of critical roles:

Grade	Score Range	Description
A	90-100%	Excellent coverage across all critical roles
B	75-89%	Good coverage with minor gaps
C	60-74%	Adequate coverage, improvement needed
D	40-59%	Significant gaps requiring attention
F	0-39%	Critical gaps, immediate action required

Readiness Distribution

Track your succession candidates across four readiness levels:

┌─────────────────────────────────────────────────────────────────┐
│                   READINESS DISTRIBUTION                         │
├─────────────────────────────────────────────────────────────────┤
│                                                                 │
│  🟢 READY NOW           Candidates who can step in immediately  │
│                                                                 │
│  🔵 READY IN 1 YEAR     Minor development gaps to close         │
│                                                                 │
│  🟡 READY IN 2 YEARS    Active development in progress          │
│                                                                 │
│  🟠 DEVELOPMENT NEEDED  Long-term development required          │
│                                                                 │
└─────────────────────────────────────────────────────────────────┘

Key Dashboard Components

graph TD BSD[Bench Strength Dashboard] BSD --> SCORE[Overall Score & Grade] BSD --> DIST[Readiness Distribution] BSD --> ALERT[Uncovered Roles Alert] BSD --> DEPT[Department Analytics] BSD --> RECENT[Recent Candidates] SCORE --> GRADE[Letter Grade A-F] SCORE --> PCT[Coverage Percentage] DIST --> RN[Ready Now] DIST --> R1[Ready 1 Year] DIST --> R2[Ready 2 Years] DIST --> DEV[Development Needed] ALERT --> GAPS[High-Urgency Gaps] ALERT --> ACTION[Action Required] DEPT --> BYTEAM[By Team] DEPT --> READPCT[Readiness %] style BSD fill:#1976d2,color:#fff style ALERT fill:#ff9800,color:#fff

High-Urgency Role Coverage

The dashboard highlights roles marked as critical or high-urgency that need immediate attention:

Status	Description	Action Required
🔴 Gap	No ready candidates	Immediate candidate identification
🟠 At Risk	Only 1 ready candidate	Add backup candidates
🟡 Adequate	2 ready candidates	Monitor and develop
🟢 Covered	3+ ready candidates	Maintain pipeline

8. Talent Pools

Talent Pools allow you to organize employees into groups for tracking, development, and succession planning purposes.

Pool Types

Pool Type	Purpose	Use Cases
Diversity Pool	Track DEI initiatives	Women in leadership, underrepresented groups, diversity programs
Skills-Based Pool	Group by competencies	Technical experts, future leaders, specialized skills
Saved Group	Custom employee groups	Project teams, cross-functional talent, watch lists

Creating Talent Pools

flowchart LR subgraph "Step 1: Define" A[Choose Pool Type] --> B[Name & Describe] end subgraph "Step 2: Populate" B --> C[Add Members] C --> D[Set Criteria] end subgraph "Step 3: Track" D --> E[Monitor Pool] E --> F[Review Progress] end style A fill:#e3f2fd style B fill:#e3f2fd style C fill:#e8f5e9 style D fill:#e8f5e9 style E fill:#fff3e0 style F fill:#fff3e0

Pool Management Features

Search & Filter: Find pools by name, type, or member
Member Management: Add or remove employees from pools
Activity Tracking: See last activity and modification dates
Pool Statistics: View member counts and pool health metrics

9. Talent Reports & Analytics

Talent Reports provide deep insights into workforce trends, helping identify potential issues before they become problems.

Time-in-Role Analytics

Track how long employees have been in their current roles to identify potential stagnation:

graph TD TIR[Time-in-Role Analysis] TIR --> HEALTHY[Healthy Range 0-24 months] TIR --> MONITOR[Monitor 24-36 months] TIR --> RISK[Stagnation Risk 36+ months] HEALTHY --> OPT[Continue Development] MONITOR --> REV[Review Career Path] RISK --> ACT[Immediate Action] style TIR fill:#1976d2,color:#fff style RISK fill:#ff9800,color:#fff style ACT fill:#c62828,color:#fff

Stagnation Risk Detection

The system automatically identifies employees who may be at risk of stagnation based on:

Risk Factor	Threshold	Impact
Time in Current Role	36+ months	High stagnation risk
No Recent Promotion	4+ years	Career progression concern
High Potential + Long Tenure	Combined	Flight risk indicator

Department Breakdown

Analyze stagnation risk by department to identify systemic issues:

View total employees per department
See at-risk count and percentage
Compare departments visually with progress bars
Export data for deeper analysis

Quick Actions

Action	Description
View Full Report	Detailed time-in-role breakdown for all employees
Stagnation Risks Only	Filtered view of at-risk employees
Export to CSV	Download data for external analysis
Compare Employees	Side-by-side talent comparison

10. Employee Comparison (Talent Reviews)

The Employee Comparison feature allows side-by-side evaluation of candidates for succession planning decisions.

Comparison Attributes

When comparing employees, you can evaluate:

Attribute	Description
Current Role	Job title and level
Company Tenure	Total time with organization
Time in Role	Duration in current position
Match %	Fit percentage against target role (when selected)
Readiness	Succession readiness assessment
Performance	Latest EPMS performance rating
Potential	Potential assessment and high-potential status
Flight Risk	Retention risk indicator
Key Skills	Verified and claimed skills with proficiency
Previous Roles	Role history and promotion count
Development Areas	Identified improvement needs
Strengths	Documented strong points

Target Role Matching

flowchart LR EMP[Selected Employees] --> COMPARE[Comparison View] COMPARE --> MATCH{Target Role Selected?} MATCH -->|Yes| CALC[Calculate Match %] MATCH -->|No| BASIC[Basic Comparison] CALC --> SCORE[Role Fit Score] SCORE --> RANK[Rank Candidates] style EMP fill:#e3f2fd style CALC fill:#e8f5e9 style SCORE fill:#e8f5e9

Skills Comparison Matrix

When comparing employees, a skills matrix shows:

Which skills each employee has
Verification status (verified vs. claimed)
Proficiency levels
Gaps relative to other candidates

Quick Actions from Comparison

Add to Plan: Assign employee to a succession plan
Development: Enroll in leadership development program

11. Flight Risk Management

High-potential employees are often attractive to competitors. Succession Hub monitors flight risk signals.

Risk Indicators

graph TD FR[Flight Risk Assessment] FR --> ENG[Engagement Signals] FR --> PERF[Performance Trends] FR --> COMP[Compensation Position] FR --> DEV[Development Satisfaction] FR --> TENURE[Tenure Factors] ENG --> E1[Survey scores declining] ENG --> E2[Reduced participation] PERF --> P1[Performance plateau] PERF --> P2[Decreased innovation] COMP --> C1[Below market rate] COMP --> C2[No recent increase] DEV --> D1[Stalled career progression] DEV --> D2[Denied stretch assignments] TENURE --> T1[3-5 year tenure risk window] TENURE --> T2[Recent manager change] style FR fill:#ffcdd2

Risk Response Matrix

Risk Level	Score Range	Monitoring	Intervention
Critical	80-100	Weekly	Immediate executive outreach, retention offer
High	60-79	Bi-weekly	Manager conversation, development acceleration
Moderate	40-59	Monthly	Career discussion, opportunity visibility
Low	0-39	Quarterly	Standard engagement activities

12. Getting Started

Implementation Roadmap

gantt title Succession Hub Implementation dateFormat YYYY-MM-DD section Phase 1: Foundation Configure critical roles :a1, 2024-01-01, 2w Define competency frameworks :a2, after a1, 2w Import employee data :a3, after a2, 1w section Phase 2: Assessment Identify high-potentials :b1, after a3, 3w Conduct initial assessments :b2, after b1, 4w Place in 9-box matrix :b3, after b2, 1w section Phase 3: Planning Create succession plans :c1, after b3, 3w Identify development needs :c2, after c1, 2w Assign development programs :c3, after c2, 2w section Phase 4: Ongoing Quarterly succession reviews :d1, after c3, 4w Continuous monitoring :d2, after d1, 8w

Quick Start Checklist

Week 1-2: Foundation Setup

Enable Succession Hub from Marketplace
Configure role-based permissions
Define 5-10 critical roles to start
Set up competency framework

Week 3-4: Pipeline Building

Identify initial high-potential pool (top 10%)
Complete first-round assessments
Map candidates to 9-box matrix
Review with leadership team

Week 5-6: Succession Planning

Create succession plans for critical roles
Identify readiness levels for candidates
Document development needs
Establish review cadence

Ongoing: Maintenance

Quarterly succession reviews
Update assessments after performance cycles
Track development program progress
Monitor flight risk indicators

flowchart TD HOME[Succession Hub Dashboard] HOME --> PIPE[Talent Pipeline] HOME --> PLANS[Succession Plans] HOME --> ASSESS[Assessments] HOME --> DEV[Development] HOME --> ANALYTICS[Analytics] HOME --> REPORTS[Talent Reports] HOME --> ADMIN[Admin Settings] PIPE --> HP[High Potentials] PIPE --> CR[Critical Roles] PIPE --> BENCH[Bench Strength] PIPE --> POOLS[Talent Pools] PLANS --> VIEW[View Plans] PLANS --> CREATE[Create Plan] PLANS --> CAND[Manage Candidates] ASSESS --> LA[Leadership Assessments] ASSESS --> MATRIX[9-Box Matrix with EPMS] DEV --> PROG[Programs] DEV --> TRACK[Progress Tracking] ANALYTICS --> DASH[Executive Dashboard] ANALYTICS --> COV[Coverage Reports] ANALYTICS --> ROI[Development ROI] REPORTS --> TIR[Time-in-Role] REPORTS --> STAG[Stagnation Risks] REPORTS --> COMPARE[Employee Comparison] ADMIN --> TEMPLATES[Templates] ADMIN --> NOTIF[Notifications] ADMIN --> INT[Integrations] style HOME fill:#1976d2,color:#fff style BENCH fill:#43a047,color:#fff style POOLS fill:#7b1fa2,color:#fff style REPORTS fill:#f57c00,color:#fff

13. Integration with EPMS

Succession Hub draws insights from Employee Performance Management for more accurate succession planning. The 9-Box Matrix now directly uses EPMS performance review ratings for automatic, objective placement.

Data Flow

flowchart LR subgraph "EPMS (Source)" PR[Performance Reviews] GOALS[Goal Achievement] SKILLS[Skills Tracking] COMP[Competency Scores] FB[360 Feedback] end subgraph "Integration Layer" SYNC[Data Sync] end subgraph "Succession Hub (Consumer)" PERF[Performance Ratings] POT[Potential Assessment] DEV[Development Needs] READY[Readiness Scores] MATRIX[9-Box Matrix] end PR --> SYNC GOALS --> SYNC SKILLS --> SYNC COMP --> SYNC FB --> SYNC SYNC --> PERF SYNC --> POT SYNC --> DEV SYNC --> READY PERF --> MATRIX POT --> MATRIX style SYNC fill:#ff9800,color:#fff style MATRIX fill:#1976d2,color:#fff

Synced Data Points

EPMS Data	Succession Hub Usage
Performance ratings	9-box placement (X-axis), Employee comparison
360 feedback scores	Leadership potential signals
Goal achievement	Performance trend analysis
Skills assessments	Competency gap identification, Skills comparison matrix
Development plan progress	Readiness acceleration tracking
Review period	Context for performance ratings in matrix

9-Box Matrix Integration

The 9-Box Matrix now displays:

Performance Rating: Automatically pulled from latest EPMS review
Rating Scale: Shows rating out of total scale (e.g., 4.2/5.0)
Review Period: Indicates which review cycle the rating is from
Department: Filter by department to analyze specific teams

14. Reports & Board Presentations

Available Reports

Report	Audience	Frequency	Content
Executive Summary	Board, C-Suite	Quarterly	Pipeline health, critical gaps, key risks
Succession Coverage	HR, Executives	Monthly	Role-by-role coverage analysis
Bench Strength	HR, Executives	Monthly	Overall readiness scores, coverage grades
Time-in-Role	HR, Managers	Monthly	Tenure analysis, stagnation risk identification
Stagnation Risks	HR, Managers	Weekly	At-risk employees exceeding role tenure threshold
Development ROI	HR, Finance	Quarterly	Program effectiveness, investment tracking
Flight Risk Alert	HR, Managers	Real-time	At-risk high-potential notifications
Readiness Progression	HR	Monthly	Candidate advancement tracking
Employee Comparison	HR, Managers	On-demand	Side-by-side candidate evaluation

Board Report Structure

graph TD subgraph "Board Succession Report" EXEC[Executive Summary] EXEC --> CEO[CEO Succession Status] EXEC --> CSUITE[C-Suite Coverage] EXEC --> RISK[Risk Assessment] CEO --> CEO_CAND[Candidates & Readiness] CEO --> CEO_DEV[Development Progress] CSUITE --> COV_SCORE[Coverage Score by Role] CSUITE --> GAPS[Critical Gaps] RISK --> FR[Flight Risk Summary] RISK --> TRANS[Pending Transitions] RECOMMEND[Strategic Recommendations] RISK --> RECOMMEND CSUITE --> RECOMMEND end style EXEC fill:#1a237e,color:#fff style RECOMMEND fill:#b71c1c,color:#fff

15. Best Practices

Do’s ✅

Review quarterly — Succession plans should be living documents, not annual exercises
Maintain depth — Aim for 2-3 candidates per critical role
Invest in development — High-potentials need accelerated growth opportunities
Calibrate regularly — Ensure consistent 9-box placements across departments
Link to performance — Use EPMS data to validate potential assessments
Monitor bench strength — Track overall organizational readiness monthly
Address stagnation risks — Proactively engage employees with long role tenure
Use talent pools — Organize employees into meaningful groups for tracking
Compare candidates — Use side-by-side comparison for objective decisions
Filter by department — Analyze 9-box matrix at team level for targeted insights

Don’ts ❌

Don’t wait for vacancies — Build pipelines before you need them
Don’t forget retention — Identified high-potentials need engagement
Don’t skip calibration — Individual manager bias affects accuracy
Don’t ignore diversity — Pipeline should reflect organizational values
Don’t create once and forget — Regular updates maintain relevance
Don’t ignore stagnation — Long time-in-role increases flight risk
Don’t skip EPMS reviews — Performance data powers the 9-box matrix
Don’t compare without context — Always select a target role when relevant

16. Success Metrics

Organizations using Succession Hub effectively typically achieve:

Metric	Target	Industry Benchmark
Succession Readiness	75%+ of critical roles covered	68% average
Internal Promotion Rate	80%+ for leadership roles	78% average
Time to Fill	25% faster for planned transitions	Industry standard
High-Potential Retention	95%+ annual retention	94% average
Development Program Completion	85%+ completion rate	80% average

Succession Hub Overview — Quick introduction to capabilities
EPMS Comprehensive Guide — Performance management integration
Development Plans Guide — Creating effective development plans
Skills Tracking — Competency assessment basics

This article should be updated when:

New succession planning features are added (transitions, notifications)
9-box matrix calculation logic changes or new data sources are added
Integration with EPMS is enhanced
New report types are available
Best practices evolve based on customer feedback
Talent pool types or functionality changes
Bench strength scoring algorithm updates
Stagnation risk thresholds are modified
Employee comparison attributes are added
New filters or views are added to existing features

Last updated: December 2025
New features added in this version:

Bench Strength Dashboard with overall readiness grades
Internal Talent Pools (Diversity, Skills-Based, Saved Groups)
Talent Reports with time-in-role and stagnation risk analytics
Employee Comparison (Talent Reviews) with side-by-side evaluation
EPMS-based performance integration in 9-Box Matrix
Department filtering in 9-Box Matrix
Skills comparison matrix in employee comparison

Article ID: succession_hub_comprehensive_guide

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Succession Hub - Complete Guide to Leadership Continuity

Table of Contents

Succession Hub - Complete Guide to Leadership Continuity

1. Understanding Succession Hub

Core Philosophy

System Architecture

2. Key Capabilities

The Seven Pillars of Succession Hub

Feature Comparison by User Role

3. The 9-Box Matrix Explained

EPMS Integration

Matrix Visualization

What Each Box Means

Department Filtering

Performance Rating Source

Summary Statistics

Assessment Flow

4. Critical Roles & Succession Planning

Defining Critical Roles

Succession Depth Requirements

Succession Matrix Workflow

5. Readiness Levels

Readiness Timeline

Readiness Assessment Factors

6. Development Programs

Program Types

Development Program Lifecycle

7. Bench Strength Dashboard

Overall Bench Strength Score

Readiness Distribution

Key Dashboard Components

High-Urgency Role Coverage

8. Talent Pools

Pool Types

Creating Talent Pools

Pool Management Features

9. Talent Reports & Analytics

Time-in-Role Analytics

Stagnation Risk Detection

Department Breakdown

Quick Actions

10. Employee Comparison (Talent Reviews)

Comparison Attributes

Target Role Matching

Skills Comparison Matrix

Quick Actions from Comparison

11. Flight Risk Management

Risk Indicators

Risk Response Matrix

12. Getting Started

Implementation Roadmap

Quick Start Checklist

Navigation Guide

13. Integration with EPMS

Data Flow

Synced Data Points

9-Box Matrix Integration

14. Reports & Board Presentations

Available Reports

Board Report Structure

15. Best Practices

Do’s ✅

Don’ts ❌

16. Success Metrics

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