Replacement planning is a process of identifying short-term or long-term backups so that organizations have people who can assume responsibility for critical positions during emergencies. Individuals identified as "replacements" are not promised promotions; rather, they are prepared to the point where they can assume a critical position long enough for the organization's leaders to do a proper internal and external search for a permanent replacement. It should not be confused with succession planning, which focuses on developing a pool of people to consider for promotion, or talent management, which focuses on attracting, developing, deploying and retaining the best people. Using a case study approach, this article describes how one organization used replacement planning as a means to raise and consider important issues as a starting point for the eventual implementation of succession planning. (Contains 3 figures.)