Succession Planning

The organization should be able to provide continuous services as committed to in the SLAs. It is therefore recommended to have a succession plan for critical resources.

Succession planning could be achieved by internal resources and/or vendors providing the required resources and services. Vendors could also be used as a temporary resource until new internal staff is available.

The succession plan should cover when staff decide, or are forced to, leave the organization. The succession plan should describe the take-over by internal ‘back-up’ staff, advancement of career path planning and the possible outsourcing for short- or long-term.

Special care should be taken for key roles which may be critical and/or difficult to replace.