CEO SUCCESSION PLAN COMPANY NAME Street Address City, State and Zip webaddress.com Version 0.0.0 00/00/0000 CEO SUCCESSION PLAN TEMPLATE

VERSION HISTORY
VERSION	APPROVED BY	REVISION DATE	DESCRIPTION OF CHANGE	AUTHOR

PREPARED BY	TITLE	DATE
APPROVED BY	TITLE	DATE

CEO SUCCESSION PLAN TABLE OF CONTENTS

1.	RATIONALE	3

2.	DEFINITIONS	3

A.	TERMS	3

B.	ABSENCE / DEPARTURE TYPE	3

3.	PLAN IMPLEMENTATION	4

4.	PRIORITY FUNCTIONS	4

5.	PROCEDURES – UNPLANNED ABSENCE OR DEPARTURE	5

6.	PROCEDURES FOR SHORT-TERM TEMPORARY ABSENCES	5

A.	STAFFING STRATEGY	5

B.	ROLE OF ACTING / INTERIM CEO	6

C.	COMMUNICATION	6

7.	PROCEDURES FOR LONG-TERM TEMPORARY ABSENCES	6

A.	STAFFING STRATEGY	6

B.	ROLE OF ACTING / INTERIM CEO	7

C.	COMMUNICATION	7

D.	COMPANY-WIDE STAFFING IMPACT CONSIDERATIONS	7

8.	PROCEDURES FOR PERMANENT DEPARTURES	8

A.	RESIGNATION WITH 3 MONTHS’ NOTICE	8

B.	RESIGNATION WITH 6 MONTHS’ NOTICE	8

C.	SUDDEN DISMISSAL OR DEATH	8

D.	ADDITIONAL CONSIDERATIONS	8

9.	COMMUNICATION PLAN	8

A.	ASSESSING THE SITUATION	8

B.	ACTIONS TO BE TAKEN	8

10.	APPROVALS AND MAINTENANCE OF RECORD	8

A.	EMERGENCY SUCCESSION PLAN APPROVAL	8

B.	SIGNATORIES	8

C.	MAINTENANCE OF RECORD	8

D.	FINANCIAL CONSIDERATIONS	8

RATIONALE

Provide the purpose of the succession plan and the plan’s objectives in the event of a planned or unplanned absence.

DEFINITIONS

terms

TERM	DEFINITION
PLANNED DEPARTURE	expected / anticipated in advance
PLANNED ABSENCE	expected / anticipated in advance
UNPLANNED DEPARTURE	sudden / unanticipated
UNPLANNED ABSENCE	sudden / unanticipated
SHORT-TERM ABSENCE	expected to last 3 months or less
LONG-TERM ABSENCE	expected to last more than 3 months
TEMPORARY ABSENCE	CEO is expected to return
PERMANENT DEPARTURE	CEO will not return to the position

absence / departure type

PLANNED	UNPLANNED
TEMPORARY	PERMANENT	TEMPORARY	PERMANENT
SHORT-TERM DEPARTURE Less than or equal to 3 months	Vacation, Parental Leave, Health-Related, Sabbatical	Assumes New Position, Resignation	Temporary Disability	Resignation
SHORT-TERM DEPARTURE Greater than 3 months	Sabbatical, Lengthy Leave (Bereavement, Family / Medical)	Retirement	Illness, Disability, Confinement, Lengthy Leave	Resignation, Incapacitation, Death

PLAN IMPLEMENTATION

Discuss the authorizing parties and who has been charged with the implementation of the plan terms in the event of a planned or unplanned absence.

priority functions

List all the essential CEO responsibilities to be addressed in the staffing strategy.

procedures – unplanned absence or departure

Provide the terms of the procedures to be implemented, along with the authorization details.

PROCEDURES FOR SHORT-TERM TEMPORARY ABSENCES

staffing strategy

role of acting / interim ceo

communication

procedures for long-term temporary absences

staffing strategy

role of acting / interim ceo

COMMUNICATION

COMPANY-WIDE STAFFING IMPACT CONSIDERATIONS

procedures for PERMANENT DEPARTURES

RESIGNATION WITH 3 MONTHS’ NOTICE

RESIGNATION WITH 6 MONTHS’ NOTICE

SUDDEN DISMISSAL OR DEATH

ADDITIONAL CONSIDERATIONS

COMMUNICATION PLAN

ASSESSING THE SITUATION

ACTIONS TO BE TAKEN

approvals and maintenance of record

EMERGENCY SUCCESSION PLAN APPROVAL

Describe the approval process, the timeline for review and amendments, and the parties responsible.

SIGNATORIES

Designate who will sign the plan and who will have signature authorization for checks and contracts.

maintenance oF record

financial considerations

List who will be responsible for the finance review, and provide procedures for the financial access approval.

DISCLAIMER Any articles, templates, or information provided by Smartsheet on the website are for reference only. While we strive to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability, or availability with respect to the website or the information, articles, templates, or related graphics contained on the website. Any reliance you place on such information is therefore strictly at your own risk.