Name your critical roles, record a plan for each, and set a readiness level for the successors you have in mind, all on the same employee record your administrator already uses for HR.
Workzoom succession planning software lets an administrator name critical positions, record a succession plan for each, assign potential successors and set a readiness level. Because it sits on the same employee record as performance and learning, an administrator planning for a retirement can reference current information instead of a private spreadsheet. Canadian municipalities and nonprofits use it to keep a bench recorded for the roles a wave of retirements would otherwise leave exposed.
Our clients
Record a succession plan against a position and assign the potential successors you have in mind, so the names for each critical role live in Workzoom instead of a private spreadsheet. Plans are created and maintained by an administrator.
An administrator assigns a readiness level to each potential successor, so the bench for a role is recorded in one place. To gauge a successor, an administrator can compare their recorded skills and certifications against the target job profile.
Succession plans are built against positions, so the plan for a critical role stays in place when the person who holds it changes. When a role opens, the successors an administrator has recorded are already there.
Create a succession plan against a position rather than the person who holds it, and assign one or more potential successors. The plan stays with the role, so it remains useful when the incumbent changes. Plans are created and maintained by an administrator.
An administrator assigns a readiness level to each successor and can compare the successor's recorded skills and certifications against the requirements defined on the target job profile. The comparison is run by the administrator, not generated automatically.
Succession plans sit on the same employee record as performance, learning, and position data, so an administrator reviewing a successor works from current information without re-keying it. Updating a plan or a readiness level is a step an administrator takes.
Workzoom includes succession reports that list the plans you have recorded, the successors assigned, and the readiness an administrator has set. They reflect what has been entered, not a live calculation from other modules.
Development plan records are created in the Career Planning module and assigned to employees by an administrator. Succession keeps the plan and successor list; development plans and any course assignments are maintained alongside, by hand, on the same employee record.
Every requirement below is handled by the platform on every pay run, not configured per-customer.
The Canada Revenue Agency requires employers to keep payroll and employment records for six years from the end of the last tax year they relate to. Succession plans, readiness levels and the performance and learning history an administrator references when setting them sit on the same employee record Workzoom retains, rather than a separate spreadsheet that falls out of sync.
Source: CRA, keeping records
Succession plans are built against positions defined in Workzoom's Organization module, not against the person who currently holds the role. When a position changes hands, the reporting structure and role history stay intact on the employee record, which supports the audit trail public-sector and nonprofit governance expects for personnel decisions.
Four steps, maintained by an administrator.
A succession plan is built against the position, not the person who holds it, so the plan stays in place when the incumbent changes.
One or more potential successors are assigned to each plan, recorded on the same employee record as HR.
Readiness is compared against the target job profile using the successor's recorded skills and certifications.
Successor Plans, Successors by Readiness Level and Succession Planning reports list what has been recorded, ready before a role opens.
The story
The story
Canadian municipalities, Indigenous governments and nonprofits are carrying a wave of retirements through the next decade, often in roles that took years to learn: a director of finance, a payroll and benefits administrator, a manager of human resources. When the plan for who replaces that person exists only in someone's head or a private document, the organization finds out how exposed it is only after the person leaves.
Workzoom's succession module keeps the plan in the system of record instead. An administrator names the critical positions, records a plan against each, assigns potential successors and sets a readiness level, all on the employee record HR already maintains.
The story
Public-sector and nonprofit employers run lean HR teams relative to headcount, and succession work that requires reassembling performance history, certifications and org structure from separate tools rarely gets maintained past the first planning cycle. Canadian public-sector and Indigenous-government employers including County of Renfrew, Northern Sunrise County and Ktunaxa Nation Council run Workzoom's Talent Suite alongside HR, payroll and workforce management on one platform.
Because succession sits on the same record as performance, learning and position data, an administrator reviewing a successor works from current information rather than a spreadsheet nobody updated since the last planning meeting. The Canada Revenue Agency's six-year record retention requirement for employment records also means the history behind a readiness decision is retained on the same record, not scattered across separate files.
The story
Workzoom does not generate a readiness score automatically. An administrator assigns the level and can compare a successor's recorded skills and certifications against the target job profile using the employee's profile and certification reports. That is a deliberate design choice: readiness is a judgment call the organization owns, recorded in a system that keeps the evidence next to the decision instead of hiding either one.
The reports that come with the module, Successor Plans, Successors by Readiness Level, Succession Planning and Successor Readiness, reflect what has been entered, giving a board or council a defensible answer when asked who is ready to step into a critical role.
Real product, real questions, no slides. Starts at $4 per employee per month, CAD or USD, with $0 setup fees.
Canada pricing
No setup fees, no long-term contracts. Implementation, migration, and training included.
Bring the part that's costing you time. We'll show you what running it properly looks like.
How Workzoom succession runs day to day in Canada, with the local statutory specifics teams ask about.
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