In today's highly competitive world, in order to access talents, 
organizations must have a vision beyond the simple replacement of 
labor force. For this reason, some experts consider succession as the 
second major challenge facing today's organizations and believe that 
if organizations do not have written strategic plans for it, especially 
in key jobs, they will face many problems. . In this regard, the aim 
of this research is to design a succession model in the customs 
organization with the foundation's data approach. This research was 
carried out in the framework of a qualitative approach and using the 
data research method of the foundation. The tool of data collection 
is semi-structured interviews, and in order to collect information, 
interviews were conducted with 15 experts, including professors of 
the University of Economics and Finance and managers of the 
Customs Organization, using a targeted sampling method. Data 
analysis was done in three stages: open coding, central coding and 
selective coding. Based on that, the qualitative research model was 
designed. The results of the current research show the extraction of 
more than 267 codebases, 102 small categories or concepts, and 21 
categories of extraction and their characteristics were identified, 
which using and paying attention to all of them together can provide 
the conditions for achieving succession. Based on the results of this 
research, the main category in this research is succession in the 
customs organization. Also, the causal conditions include creating 
motivation and morale among employees, improving the 
organization, providing the human resources needed by the 
organization in the future, permanence of experiences and skills in 
the organization, the possibility of creating gaps and interruptions in 
customs work, providing high quality services, complexity and 
uniqueness. Customs Organization. The results obtained in this 
research are: creation of motivation and creativity, productivity and 
effectiveness of the organization, development of the organization 
and achievement of organizational goals, and increase in knowledge 
and awareness, which can be achieved in the case of applying 
training strategies and increasing skills, organizational information 
resources, resource management It is possible to achieve them by 
developing a strategy and a comprehensive system of succession 
planning and culture building in the customs organization, and 
internal factors and external factors can provide the basis for their 
implementation, although the existing challenges and obstacles such 
as weak management in Substitution, politicization and external 
pressures in customs may slow down this process, which should be 
considered in order to eliminate and reduce its harmful effects.