1. Talent Status Report Succession Planning Presentation for (Executive Meeting) on DD/MM/YYYY Organisation Logo Confidential

2. Talent Status Report: Contents 1.Executive Summary 2.Analysis of Risk Ratings for our key roles 3.Red Roles 4.Amber Roles 5.Green Roles 6.Retention Ratings 7.Pattern by Departments 8.Next Steps

3. 1. Executive Summary For example: Brief statement of facts about the process & timetable Overall opinion about how well the inputs have been prepared & qualifiers about their quality Main conclusions about our risk exposure in terms of key roles Main conclusions about our risk exposure in terms of key individuals Observations about the pattern of succession depths across the departments Highlights of suggested contingency plans Retention Development Redeployment Recruitment Any final comments

4. We have more roles at red and amber risk than we would ideally like and need to agree contingency plans 2. Analysis of Risk Ratings for our key roles RED ROLES (n) 30% AMBER ROLES (n) 30% GREEN ROLES (n) 40% RED ROLES Role 1: title (current incumbent) Role 2 Role 3 Role 4 Role 5

5.  Role 3: title  Current incumbent / retention risk rating (H/M/L)  Role 4: title  Current incumbent / retention risk rating (H/M/L)  Role 5: title  Current incumbent / retention risk rating (H/M/L) No Successors – Ready Now  Role1: title  Current incumbent / retention risk rating (H/M/L)  Role 2: title  Current incumbent / retention risk rating (H/M/L) No Emergency Cover 3. Red Roles: Priority Attention Cases Suggested Contingency Action Retention Development Redeployment Recruitment Suggested Contingency Action Retention Development Redeployment Recruitment

6. 3. Red Roles: No Emergency Cover Suggested Contingency Action Retention Development RedeploymentRecruitment

7. 3. Red Roles: No Successors – Ready Now Suggested Contingency Action Retention Development RedeploymentRecruitment

8. We can live with this number of amber roles but still need contingency plans in place 4. Analysis of Risk Ratings for our key roles RED ROLES (n) 30% AMBER ROLES (n) 30% GREEN ROLES (n) 40% AMBER ROLES Role 6: title (current incumbent) Role 7 Role 8 Role 9 Role 10

9.  Role 8: title  Current incumbent / retention risk rating (H/M/L)  Role 9: title  Current incumbent / retention risk rating (H/M/L)  Role 10: title  Current incumbent / retention risk rating (H/M/L) No Successors – Ready Soon  Role 6: title  Current incumbent / retention risk rating (H/M/L)  Role 7: title  Current incumbent / retention risk rating (H/M/L) Limited Successors – Ready Now 4. Amber Roles: Priority Attention Cases Suggested Contingency Action Retention Development Redeployment Recruitment Suggested Contingency Action Retention Development Redeployment Recruitment

10. 4. Amber Roles: Limited Successors – Ready Now Suggested Contingency Action Retention Development RedeploymentRecruitment

11. 4. Amber Roles: No Successors – Ready Soon Suggested Contingency Action Retention Development RedeploymentRecruitment

12. We need to keep a watching brief on these roles but do not currently need to agree contingency plans 5. Analysis of Risk Ratings for our key roles RED ROLES (n) 30% AMBER ROLES (n) 30% GREEN ROLES (n) 40% GREEN ROLES Role 11: title (current incumbent) Role 12 Role 13 Role 14 Role 15 Role 16 Role 17 Role 18

13. 6. Key People Retention Risk Assessment Ratings Name (Current Role) : Current Plans etc Name (Current Role) : Current Plans etc Name (Current Role) : Current Plans etc HIGH RISK OF LEAVING MEDIUM RISK OF LEAVING LOW RISK OF LEAVING

14. 7. Pattern by Departments 010203040 50 6070 80 90100 Maternity (n roles) Cancer (n roles) Surgery (n roles) Operations (n roles) Percentage Spread Nursing (n roles) Key RAG status of succession plans for Key Roles (L/M/H) Retention Risk ratings of Key Individuals (L/M/H) Department e.g.

15. 8. Next Steps Present at executive meeting on DD/MM/YYYY Focus on priority attention cases – Key Roles with Red ratings – Key Individuals with High Risk retention ratings Review other roles and individuals Review departmental pattern Agree contingency actions Approve succession plans