Organizations in previous decades, used succession planning under the replacement program, only for specific jobs. But over time, leading organizations tried applying the broader concept under the name of management or succession planning. In this regard, various models have been proposed that in the review of previous studies are presented. This multiplicity of models and the emphasis of most of them, on usability of their results, solely within the organization in the research or the one, quite similar to that organization, is the evidence of the need for customizing the patterns for the organizations. The study seeks to identify the elements of managers succession planning and the organizational readiness for implementing them. So, after reviewing the literature and research background, we, through interviews with a sample, try to identify the most important of these elements according to the specific circumstances of our organization which at a glance is scientific and research, military and religious, in nature. In the next step, the readiness for implementation of the elements examined. To analyze the interviews data, theme analysis were used. Also to examine the state of readiness, the importance-performance matrix or IPA is used as follows.