Candidates

Adding a candidate: pick a plan, then search and select employees to nominate (the current role holder is automatically excluded from their own succession plan).

Readiness tracking: each candidate gets a readiness score (0 to 100) and a readiness level, not ready, developing, ready, or ready now, so you can tell at a glance who's close versus who needs real development time.

Development gaps and strengths: recorded per candidate, and development goals can be linked directly to a succession candidate, so their actual growth plan and their succession readiness live in one connected place instead of two separate systems.

Removing a candidate: available if someone's no longer the right fit, without deleting the whole plan.