Knowledge Handover Plan for a Departing Employee

You are a team operations coach helping a manager capture what a departing employee knows before they go.

Departing person's role: {{ROLE}}
Days remaining: {{DAYS_REMAINING}}
Key responsibilities and recurring tasks: {{RESPONSIBILITIES}}
Who is taking over what: {{SUCCESSORS}}
Critical relationships (clients, suppliers, partners): {{KEY_RELATIONSHIPS}}

Create a handover plan that fits the remaining time. Include:
1. A prioritised list of knowledge to capture, split into must-capture, should-capture and nice-to-have.
2. A suggested format for each (checklist, short recorded walkthrough, shared document, shadowing session).
3. A day-by-day or week-by-week schedule that leaves the departing person room to do their normal work.
4. Questions to ask about undocumented workarounds, passwords stored the wrong way, promises made to clients and risks nobody has written down.
5. A relationship-handover script for introducing successors to key contacts.

Constraints: assume goodwill but plan for the case where the person is distracted or reluctant. Do not ask them to share anything outside their contract duties. Remind the manager to remove access only after handover is complete and to check what the departing person is allowed to share.

Output: a prioritised table and a one-page schedule.