hi ​@celine.heinrich it would depend on what you want the whole process to look like. By using the full scope of jobs, competencies, career planning, employee performance you can then use tools such as the the potential vs performance matrix and aggregate gap analysis to find the talent (using tolerance gaps) that would be the likely successors to certain positions. 

If you just want to record potential successors then you may want to create a custom field to hold that data 

Kind Regards

Rachel 

if we have 4 ratings for performance and 3 level for Potential Low/medium/high, can we still have a 9 Grid box using the potential vs performance matrix ? can this be configurated?

​@celine.heinrich yes that is possible the number of boxes in performance vs potential  depends on the BDR that you build so if you only have the 4 and 3 the box will resize to accommodate that