In your role as manager, you examine the succession plan for a position regularly, or for a particular reason. In particular, you check to see if the potential successors you selected are still available, and if the profiles of these persons, the requirements of the position, or the company-specific conditions have changed. You decide whether the succession plan should be completed, modified, or remain unchanged.

The following situations might be reasons for completing a succession plan:

• A position has been filled by a potential successor.
• The position that was originally to be filled is now obsolete.
• At present, it does not seem necessary to fill a position.

You might need to modify the succession plan in the following situations:

• A potential successor is no longer available.
• The profile of one or more potential successors has changed considerably.
• Potential successors who are more suitable are now available.

You must have created a succession plan for the employee.

One of the following requirements must also be met:

• The succession plan check has been requested.
• You have to check the succession plan for the position as a result of changes in an employee’s career plan.

Your analysis of the succession plan will result in one of the following situations: