Cutting Edge Information identified nine key succession plan measurements. These include:

Number of roles within the organization that have a successor in place.
Percentage of candidates "ready now" compared to those still needing additional years of training. This metric reflects bench strength.
Ratio of internal to external talent – This can also indicate the strength of an organization's bench. If a high number of leaders are coming from external sources, it may be time to build a stronger bench.
Employee attrition rates – Attrition rates can reflect how satisfied workers are with their jobs and can serve as a barometer of the talent management system's effectiveness.
Candidates' length of time in leadership roles.
Leadership representative of workforce diversity.
Alignment of company actions with strategic values and vision.
Stakeholder buy-in – A balanced succession plan will be approved by a variety of sources.
Coordination with risk-management teams to assess whether leadership decisions have decreased risk.

Cutting Edge Information's new study, "Succession Planning: Preparing Tomorrow's Leaders" is designed for human resources and executive teams at companies of any size, industry or region and showcases succession planning best practices with real-world case studies and sample plans from 25 of the world's top companies.

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Nine ways to check the health of your company’s succession

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