Kaderplannen

Kaderplannen (Dutch for cadre plans) are strategic documents used by organizations to identify, develop, and deploy key personnel who form the leadership and critical expertise within the organization. The purpose is to ensure continuity of leadership, preserve essential knowledge, and align the talent pipeline with long-term strategic objectives. They are commonly used in the private sector, public sector, and non-profit organizations, as well as in political parties that rely on a pool of capable cadres.

Typical content includes: a current inventory of leadership and critical-role personnel; an assessment of future needs and potential gaps; profiles of target cadres with required competencies, experience, and timeframes; development actions such as training, coaching, mentoring, job rotations, and internal or external assignments; deployment or succession plans for key positions; governance structures, responsibilities, budgets; and measurable indicators for readiness, performance, and retention.

The process is usually anchored in strategic planning and workforce analysis, involves HR and line management, and is reviewed periodically (often annually) with updates to the plan as organizational priorities change. Kaderplannen can support succession planning and talent management by creating a structured pathway for leadership development and deployment.

Critically, kaderplannen can help with continuity and strategic alignment, but they also risk rigidity, bias in selection, or a narrow focus if not regularly updated and inclusive of broader workforce needs. Example: in a public hospital, a kaderplan might identify potential future chairs of clinical departments and prescribe rotations, leadership coaching, and a management training program.

See also: succession planning, talent management, strategic workforce planning.