How Do I Create an Effective Succession Plan for Key Roles in a Bank? Urgent Help Needed!

Hi all,

I seek help from all my colleagues here to draw a succession plan for a Bank/Financial Institution with regard to the following:

Succession plan concept, module, and its requirements in a bank/financial institution.

What are the necessary requirements (factors) that need to be considered in succession planning, such as education, experience, skills, diversity, etc.?

The hierarchy in the bank is as follows: CEO, SEVP, EVP, SVP, VP. Succession planning is needed only for these levels.

The Bank/Financial Institution has the segmentation of: Corporate Finance Dev, Treasury Operation Dev, Credit Admin Dev, Portfolio/Equities Dev, Internal Audit Dev, HR Dev, Finance/Accounts Dev, IT Dev, Law Dev, Compliance Dev, etc.

Each division is headed by an EVP, SVP-level position. However, down the line, there are gaps in the hierarchy.

Is there a way to describe the succession plan in a chart/graph, like how organograms are drawn?

Urgent help/support is needed as I have to prepare a report for the Board of Directors for its meeting on 27-6-05.

Best regards,

Maced

Succession planning is done for key positions and not only for top executives. I will send you a model of succession planning which we have developed.

Dear Sir,

I would be grateful if you could share the replies and the final succession plan designed by you. I am a Chartered Accountant pursuing an MBA with a keen interest in HR. Also, kindly enlighten me about the following:

- Is the succession plan a formal document?
- How does one go about drawing it?
- How often is it revised/refined?
- Any other issues related to it.

Thank you.

Hi Jayendran,

I am sorry to inform you that I did not receive any response on succession planning in the bank so far. I am trying to gather some notes on my own. I would be pleased to send you the reply as soon as I receive it from someone.

Regards