The following 30-60-90 Day Sales Plan Checklist is designed for people who have been just appointed to the role of sales representative. Preparation for the air vacation is actually the beginning of the trip, because when you start planning, it gives you a thrill of anticipation.
Profile customer accounts and create records about personalities, demands, preferences, etc. Change management is very important and sensitive part of each business’s management and planning strategies. Which positions, if left vacant, would cause major difficulties in achieving current and future business goals?
Which positions, if left vacant, would be detrimental to the health, safety, or security of the Canadian public? For which necessary skills in your branch or sector is there a current or projected labour market shortage, or which positions have been traditionally difficult to fill? Key positions are those positions that exert critical influence on the operational activities or the strategic objectives of the organization. Have you communicated to employees information about key positions and areas, as well as skills needed for these positions and areas, so that this information can be considered in the development of learning plans?
Have you spoken to each of your employees to discuss his or her career plans and interests in order to identify those who are interested in leadership roles or who wish to move to more senior or alternate roles? Has the organization considered building an inventory of its employees' skills, experience and career interests? Do you know which of your key positions are vulnerable - for example, which incumbents will be retiring or otherwise leaving within the next several years? Is there a sufficient pool of bilingual candidates, as well as members from designated groups, in feeder groups for key positions and areas? Have you addressed the potential barriers for the advancement of employees from designated groups?
Have you identified a temporary back-up for each key position with the appropriate knowledge, skills (including language) and abilities to carry out the responsibilities in the short term?


Have you conducted a risk assessment for key positions based on when you think the position may become vacant?
Does your management team meet to discuss the requirements of key positions and areas, as well as the development needs of interested candidates? Does your organization base the identification and assessment of employees with potential for key roles on multiple assessments and perspectives - for example talent review meetings, assessment tools, 360-degree evaluations, performance? Has your organization defined the developmental experiences that it requires for its leadership positions and other key areas? Have you explored various options to support your employees' career goals, including acting assignments, stretch assignments, mentoring arrangements, job shadowing, courses and language training?
Do employees have learning plans that are linked to the appropriate knowledge, skills (including language) and abilities required for current and future roles?
Have you had discussions with your employees regarding the various possible means of passing on their corporate knowledge? Do you encourage employees to work in teams and cross-train employees to foster knowledge transfer and broaden employees' skill sets?
Have you explored whether employees who are planning on retiring within the next few years are interested in participating in a mentoring arrangement? Have you explored options that would allow you to bring in a new employee while the incumbent remains in the organization in order to facilitate knowledge transfer? Has your organization considered offering professional development courses or establishing a Professional Development and Apprenticeship Program to identify and develop talent in key areas and among designated groups? Are designated group members adequately represented among feeder groups for key positions and key areas? When checked, Shutterstock's safe search screens restricted content and excludes it from your search results. Try CentriQS complete task management solution for planning, tracking and reporting tasks, projects, and schedules. The checklist explains what tasks a new sales rep needs to do during 30, 60 and 90 days of the assignment.


Top management of the organization is involved in doing such type of planning and business consultants prepare change management plan for the organization. For example, succession planning activities may be geared to developing talent for certain occupational groups (e.g.
This means that without this role, the organization would be unable to deliver effectively on its business objectives. Have you assessed whether there are enough candidates who are ready to advance or who could be developed in time? The assessment should evaluate the overall impact on the business and whether there is a shortage of qualified candidates.
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