SUCCESSION PLANNING TEMPLATE

Name of Organisation Riverview NHS Trust

ROLE PEOPLE
Role ID No. Function Role Person Currently in Risk of Leaving the If this person left, how
Role Organisation would the role be filled?
(High = Next 3 mths (e.g. replaced like for like,
Medium= 3-12 mths disband role, devolve role
Low= 12 mths or more) to others, redevelop role
etc)

N&M101 Nursing & Head of Womens J Smith low Internal recruitment from
Midwifery senior clinical staff

Ops102 Operations Head of Estates A Raj High External recruitment

Thea101 Theatres Head of Theatres M Daniels Medium External recruitment, possible
internal staff who have
development needs
Date of Plan: 01-01-2015 Confidential

SUCCESSORS STATUS
Emergency Ready Now Ready Soon Ready Later Development Needed Overall RAG Rating
Cover (0-1 years) (1-2 years) (2+ years) To Qualify as a (Red/Amber/Green)
Serious Candidate

K Abbot K Abbot, M Fernandez R Michaels, S Carter L Holmes Green

J James J James E Sunhil, G Morgan Red

R Roberts R Roberts, C Jones H Hill, S Martin., T Dean Amber
dential

STATUS RATING CONTINGENCY / ACTION PLAN

Summary Assessment of Depth of Succession for Action
This Role
(to justify RAG rating)

We know from appraisals that J Smith is not likely to leave the
organisation as she is fairly new into role and is currently
participating in a development programme. K Abbot who
deputises for J Smith is an experienced clinician who would be
ready to move into the HoW role should it become vacant
Work with J Smith to support her on her development programme and source
suitable stretch opportunities as they arise. Ensure that K Abbot continues to
be motivated in her role and if she choses to move on in the orgnaisation, that
her role has a plan for succession.

A Raj has been in her role for sometime. She has applied for a Support for J James that could develop them. Explore the external market
number of internal opportuntiies recently and has expressed
interest in promotion opportunities. Although J James offers
support to A Raj, J James is not yet at the required level to step
into role and E Sunhill is very new to role
M Daniels has been in his role for a couple of years now and has No ready now candidates however R Robers and C Jones should be
not expressed an interest in moving or changing roles. R Roberts developed or offered strethc opportunities to help develop their capability.
supports M Daniels as a deputy however, he is not at the
required level to step into the role.He does show strong potential
and therefore could use development such as coaching to help
him progress
ACTION PLAN
Responsible Person Due Date

Director of Ops 4/1/2015

Director of Estates 4/1/2015

General Manager 4/1/2015
INDIVIDUAL PLANNING TEMPLATE
Name of Function: Theatres

Name Current Role Risk of

Leaving
(Red/Amber/
Green)

M Daniels Head of Theatres Amber

R Roberts Assistant Head of Theatres Red

C Jones Service Manager Green

PLATE
Date of Plan: 2/1/2015

Summary History Aspirations Potential Next Move

(Experience / Development) (Type of Roles / Timing)

Been in role for two years, looking to
develop themselves in role
Been in role for four years, looking for
'head of' position, not successful in
application to Head of Theatres two
years ago. Hold a lot of departmental
knowledge and memory
To move into GM General Manager/ Assistant GM role.
role in the next 5 Possible stretch opportunities or
years secondments while staying in role. Not
had formal development for several
years
To move into a Head of department role, maintian
department head enthusiasm by giving them more
role when the opportunities to support head of
opportunity rises department, coaching support for job
interviews and careers moves within
the organisation

New to role, previous role as an
assisant GM. Former Graduate
Scheme trainee
Looking to develop Help to build their managerial skill with
themselves in role a view to moving sideways into other
over next 2-3 years service manager roles and then
support offered to gain experience of
level above
Confidential

Action Plan
(What/Who/When)

General Manager

Head of Theatres

Head of Theatres
INDIVIDUAL PLANNING TEMPLATE
Name of Function:

Name Current Role Risk of

Leaving
(Red/Amber/
Green)
PLATE
Date of Plan:

Summary History Aspirations Potential Next Move

(Experience / Development) (Type of Roles / Timing)
Confidential

Action Plan
(What/Who/When)