A transition plan lays out a series of events and resources needed to move a business into a new direction. It starts with a list of deliverables, such as studies, analyses, projected sales or client growth, new policies and procedures, and a well-conceived plan for changing internal structure.
Once a deliverables list is created, a section detailing the reason each deliverable is important for transition is written. A description for the integration of these changes is needed to clarify how the transition blends into the current means of operation. This description highlights the benefits of the change, but also reassures employees or executives that the transition is not disruptive to the current work flow.
One section of the document contains information about staffing, such as hiring new staff, training employees and any mentorship needs associated with the change. In this section, training or mentorship programs that are fully developed are detailed, including what existing employees need to know to work with new hires. Another important section of the document is one that discusses new or improved systems the business needs in order to make the change, which enable a smooth transition into new operations. Details about software, communication, organization and project management are included in this section. Specifics about system functions going forward are necessary, so only programs that have already been finalized are included.