DOCUMENT CURRENT ORGANIZATIONAL STRUCTURE
What is your organizational structure? Have you created and documented an accountability chart? This is important for any company or organization, as it provides clarity of roles and reporting relationships.
DOCUMENT FUTURE ORGANIZATIONAL STRUCTURE
In 5 years, what will your organizational structure look like? What about your accountability chart? Are you aware of staff members retiring or moving on? For key roles, show any position that will be vacant. Consider your future goals. If you are selling, which staff members would you advocate to the buyer? If buying, what positions will you need to augment or bring over from the purchased firm?
DOCUMENT AND UPDATE JOB DESCRIPTIONS
Job descriptions are a basic, yet important and often overlooked piece of documentation. They assist employees understand their roles, are critical for hiring purposes, and serve as the basis for any training documentation.
ATTAIN LEADERSHIP AND STAFF BUY-IN
Getting buy-in from key employees and staff before moving forward is critical. Is everyone onboard? Does everyone understand that changes are inevitable? Ensure everyone understands the importance of succession planning, and what’s involved.
ASSIGN A PROCESS CHAMPION
Having one person responsible for ensuring overall success of these succession planning efforts is wise. This person will hold people accountable for their action items on the master implementation plan.
Source: EDSI Pre-Succession Planning Checklist
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Parkland Securities, LLC Member FINRA / SIPC.
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