Written by: Jose Lopez, Knowledge Manager, Succession & CDP

As a project team implementing SuccessFactors Succession Management, one of the most important decisions that a team will need to make is to determine the best Succession Nomination method to implement for your company.  The Succession Nomination method drives the overall Succession nomination process and determines how successors are nominated for incumbents.

With SuccessFactors, there are two primary nomination methods available and only one method can be selected by the project team. The two main methods include:

  • Role-Person – Successors are nominated to role/unique person combination typically used for replacement planning.
  • Position – Successors are nominated to positions including vacant positions.

Some of the key questions that need to be answered to assist in determining the best method for your company will include:

  1. What positions and people will be included in your Succession Planning process?
  2. Does the company maintain a version of a position control in your HRIS/backend system?
  3. What type of nomination methods(s) are you using today?
  4. Are your Succession plans for short-term or long-term planning?

In my implementation experience over the years, answers to these questions have usually led customers to choosing the position-based nomination method. The key advantages to this method include succession plans being linked to a position, regardless if occupied by an incumbent or not, and succession plans remain in place through incumbent and job code changes.  In short, you get better succession results with this method as compared to role-person.

While it is true that position-based nomination method is a preferred method by most customers, project team members also need to understand that this method requires additional on-going administrative maintenance.  A separate position model hierarchy must be created and maintained.  Customers can choose to either import the position model or have the SuccessFactors system synchronize or seed the position model hierarchy from the existing functional organization chart.  For customers who may already have a version of their position control available in their backend HRIS system, then setting up a position import process is recommended.  If a position control is not available, then the position synchronization option can be considered.

Lastly, if you are a customer that may be resource-constrained, then the role-person method should be considered as this method is simple to maintain and does not cause more administrative burdens for the administrators of the system.

Regardless of the Succession Nomination method you choose to implement, let us help you explore the correct answers to helping your company have a successful Succession implementation.