Explaining Succession Org Chart v12 and Position Tile

Objectives

After completing this lesson, you will be able to:
  • Explain Succession Org Chart v12.
  • Explain the functionality of the Succession Org Chart v12 tool.
  • Illustrate the Position Tile view.

Introduction to Succession Org Chart v12

The Succession Org Chart (SOC) v12 is a tool used to create and manage staffing plans for critical positions in an organization. It’s a hierarchical view of the reporting relationships of people and positions in your organization, and the primary interface for managing succession plans from the perspective of your organization.

  • You can search for positions or people and then navigate through the position hierarchy, reviewing succession plans for the reporting line you selected.
  • Key positions are clearly marked, making it easier for you to manage your succession strategy.
  • The information you see for people and positions on the SOC is controlled by your various role-based permissions and target populations, ensuring that sensitive information remains protected.

The primary navigation of the Succession Org Chart (SOC) v12 is intuitive and user-friendly, and the SOC v12 is rich with information, terms, gradients, Fiori-style icons, and display options you can modify. There are various configuration decisions to adapt the SOC for your company's needs; discuss these with your consultant during implementation.

You will find the options controlling the look and feel of the SOC v12 view in the Admin Center.

Other options are available under Org Chart Configuration, which you can navigate to using the Action Search.

Within Succession and the Succession Org Chart, be very aware of whom you are logged in or for whom you proxy; your entire perspective and viewing experience may vary based on permissions.

This screenshot shows Succession Org Chart v12 with example positions and the successor view for one position.

Key Functionality in Succession Org Chart v12

The Succession Org Chart (SOC) has several important functions to consider when preparing for implementation.

Key Actions

Planners may nominate successors to positions by selecting the position and choosing Add Successor or changing the readiness level of existing successors.

From the SOC, you can also look up details about an employee or a position (Show and Edit Position), View Lineage Chart, or designate Key Positions. You can also create a job requisition and nominate external employees when utilizing Recruitment Management.

This screenshot shows some key actions a succession planner can do from the Succession Org Chart v12; the key actions are highlighted.

Search Options

The Search Options will allow you to open the SOC by looking for the incumbent or position (with MDF nominations). You can also select a user you recently viewed or one you view frequently.

You can use the position name or code when you search by positions.

This screenshot shows the Succession Org Chart Search by Positions or People.

Display Options

With the Eye icon (Display Options), users can select which data is shown in the SOC v12.

  • Report Type
  • Show the card photo and talent review icons on the Position Card
  • Number of successors per card: the default is a maximum of 3, but this can be increased to 12
  • Position criticality

Users can keep the panel open for reference and as a legend and move it anywhere on the screen. It can be closed by clicking the X icon on the top right.

This screenshot shows the display options available in the Succession Org Chart.

If configured in the back end, icons for talent review fields can be displayed for incumbents and successors. If we check the corresponding talent review fields in the Display Options, the flags will be displayed for incumbents and successors. If the checkbox is not selected, the icon will display neither for the incumbent nor the successors. Employees will also need data for these fields in the profile.

This screenshot shows a few example positions with successor nominations and associated talent review icons for each.

There is an option to view and export the full succession plan for an entire team, including successors' talent flags and readiness levels, by selecting the associated settings in the Display Options. You can show up to 12 successors directly on the Succession Org Chart without opening the Position Card.

This screenshot shows the Succession Org Chart with Display Options and highlights the option to show up to 12 successors.

Succession Planners can hide the successor's and incumbent’s talent flags on a node on the Succession Org Chart v12. This facilitates online conversations about a team’s succession plans with the manager of that team.

This screenshot highlights where a succession planner can hide the successor and incumbent talent flags from view.

Key (Critical) Position Attribute

To use the Key (Critical) Position functionality in the Succession Org Chart, many configurations must be made during your project, and you must identify the key positions.

Then, users choose the highlight key positions under Display Options → Others. If this functionality is set, the non-critical positions are shown as greyed out, and key positions remain visible and are highlighted in the SOC.

This screenshot shows where users highlight key positions under Display Options in the succession org chart.

HR users often need to maintain the Key Position attribute but are not allowed or do not need to edit any other attributes of the position.

The Key Position attribute is just one field in the overall Edit Position dialog. It is also available as a separate edit feature within the Header section of the Position Card, which is visible in both the SOC and the Position Tile view. It is a drop-down list similar to the readiness level that can be changed from the position card.

The Key Position attribute in the Position Card is available for the MDF and the Legacy Position. It applies to Boolean yes/no criticality and multiple criticality levels.

This screenshot shows where the Key Position attribute is shown and can be changed.

There are two types of criticality setups for positions:

  • Boolean: critical yes/no
  • Scale: configurable scale (i.e., extremely critical, critical, not critical)

Critical positions are visualized in the user interfaces of Succession Planning in the following ways.

A key icon is displayed if:

A position has criticality = Yes in Boolean mode.

A position has a criticality value, which is different than 0 in the case of scale mode.

The key is then visible in the Succession Org Chart, the Position Tile, and the Edit dialogs for Positions.

The criticality can also be changed from the Position Card header without the need to edit the Position.

This screenshot shows the Position Set up area of the Admin Center where administrators set up the key/critical position indicator options.

Add Successors

You can add a successor from the Succession Position Card, either from the Named Successors view or the Talent Pool view.

From the Named Successors view, a search helps you select the person to add, or if Career Development Planning is enabled, you can select from Suggested Successors. You can easily select which Talent Pool members to add from the Talent Pool view.

Using the Advanced Search option from the Named Successors view, you can leverage Talent Search v2 options to find successors matching particular criteria.

This screenshot shows where users can add successors from the Succession Position Card.

Add and Create External Candidates

You can add external candidates from the Recruiting Management module as successors through the SOC. You can also create new external candidates directly within the position card nomination dialog. Succession planners do not need to access the Recruiting tool to create candidates upfront.

This screenshot shows where to add an external candidate as a successor and the 'Add Candidate' fields captured.

Position Tile View

The Position Tile View complements the Succession Org Chart by providing a new list-based view of positions for succession planning. It allows succession planners to manage succession plans without navigating an organizational hierarchy, and it's easy to apply filters to focus on certain positions.

Each Position Tile provides a quick view of the succession plan status for that position.

This screenshot shows the Position Tile view, accessible from a sub-tab under Succession, a list-based view of positions for succession planning as an alternative to navigating an organizational hierarchy.

There is also support for translatable fields in search criteria. Planners can quickly get an overall summary of their succession planning process with multiple tiles in the view.

Talent Pools are visible on Position Tiles, and the key icon indicates the position is critical.

The MDF Position nomination method is one of the prerequisites to use the Position Tile View.

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