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This one-page editable PDF includes 10 succession planning metrics that organizations can refer to as they track and measure the effectiveness of their succession management practices. While 10 metrics are provided, organizations can select the vital few (or include others) for which they want to track progress. Sample metrics include: % of non-ready now successors with a development plan; % of successors deemed high retention risk; % success rate of successors after assuming the role (e.g., one-year mark). For each metric, there is space to insert a baseline (what is your current state) and the desired state (where you want to be). Then, four additional columns can be used to help you track your organization’s progress over specific time periods. For the time periods, you can type in whatever time reference you want to use, such as quarterly, biannually, yearly, etc. Aside from providing a way to track your organization’s progress on succession management, you can use the information you collect to inform aspects of your organization’s talent strategy and narrative. The metrics included are intended to help generate ideas on the types of succession metrics you can track. They are not an exhaustive list, and they may not be the right metrics for your organization. You should determine which talent outcomes you are trying to achieve and then identify the metrics (whether or not on this list) that are the best indicators of progress in those areas.