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Succession Coverage Ratio
Percentage of key positions with identified successors
How it’s computed
COUNT(covered) / COUNT(key_positions)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Succession Coverage Ratio can tell roughly 25 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to workforce planning
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
One unit is over-managed
workforce-composition · T1
Retention is working
retention · T1
Spans are stretched thin in one corner
workforce-composition · T1
The mix is holding steady
workforce-composition · T1
The organization you have isn't the one you had
workforce-composition · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog · principia:metrics
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“However, when the consequences of a disjointed succession become clear, the need for the succession plan as part of annual goals also becomes clear. As for other executives, emphasizing the importance of their own succession reinforces the prospect of other roles, such as…”
— The Compensation Handbook (6th ed.)match 51%
“What impact does engagement scores have on accident rates? 9.2) Predictive Human Capital Measures According to Dr. Jac Fitz-Enc, these predictive Human Capital Measures are valid, based on his experience working with different organizations (1) : Professional and Managerial…”
— People Analytics Text Mining with Rmatch 50%
“So how can boards prepare for the future if they are not even discussing succession planning in the present? The Succession-Planning ProcessThere comes an essential point when a decision has to be made as to the CEO successor. The succession-planning process aims to groom…”
— The Compensation Handbook (6th ed.)match 49%
Resources: The Compensation Handbook (6th ed.) · People Analytics Text Mining with R