STRASYS^® SUP Module
Succession Plan

Identify Talent. Assess Readiness. Assign Successors.

The Core of Leadership Continuity

STRASYS® SUP gives organizations a fully automated succession planning platform that adapts to their structure, reporting lines, and leadership pipelines. Unlike static charts or manual HR processes, SUP makes succession measurable, connected, and risk-controlled.

SUP - SUCcessıon plan

- - Identify Talent. Assess Readiness. Assign Successors.
  - A structured system to map successors for key roles and critical positions.
  - Tracks vacancy risk and leadership pipeline strength across all departments.
  - Visualizes gaps where no successors are available or pipeline is too weak.
  - Fully integrated with other modules for holistic talent planning.
  - Classifies successors into four clear readiness levels:
    - Ready Now – Can take over the role immediately and permanently.
    - Emergency Backfill – Can step in temporarily if needed.
    - Development Successor – Can be ready within 1–2 years with development.
    - Emerging Successor – Has long-term potential, needs 2+ years of growth.
  - Outcome: Eliminates silent leadership gaps and ensures clear readiness for critical roles.

Why Succession Planning Matters

Without a structured system, leadership continuity depends on subjective choices, informal nominations, and outdated charts. This creates hidden risks and talent gaps. With STRASYS® SUP, you transform succession into a measurable, automated, and future-proof process that protects leadership pipelines.

Key Capabilities - Succession Plan (SUP)

Position-Based Pipeline Management – Focuses on safeguarding critical roles rather than individuals, building a resilient talent pipeline for the organization's future.

Automated PDP Integration – Seamlessly populates the successor candidate pool from employees marked "Eligible for Succession" in the Professional Development Plan (PDP).

Risk-Based Position Analysis – Allows managers to evaluate critical roles based on real-time Vacancy Likelihood and Pipeline Strength to proactively identify organizational risks .

Multi-Level Readiness Classification – Categorizes potential successors into distinct, actionable readiness levels: Ready Now, Acting Backfill, Developing, and Emerging .

Actionable Follow-Ups – Turns static plans into living documents by allowing users to assign specific deadlines and track follow-up actions directly within each succession plan.

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SUP Direct Comparison (No System vs STRASYS®)

SUP - SUCcessıon plan

Why Succession Planning Matters

Key Capabilities - Succession Plan (SUP)

SUP Direct Comparison (No System vs STRASYS®)

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