Abstarct: Technological developments, globalization, the need for rapid response to environmental changes, and the reduction of costs in the competitive environment and the reduction of employees' loyalty, exacerbate the need for substitution in organizations, since in recent years The concept of human resources has given its place to human capital, the recruitment and recruitment of competent and qualified human resources and the succession has become more important in organizations. The purpose of this research was to design a succession pattern in sport and youth departments using by Interpretive Structural Modeling and exploratory blend method. Qualitative methood research data were collected through semi-structured interviews with 8 experts in the field of sport human resources. Sampling was choosen purposefully and with a bullet-shaped method among managers of sport and youth departments and university specialists and was endeed with data saturation. The data were analyzed by the method of oriented content analysis and 70 code concepts were extracted; Then the codes were classified in the form of 15 categories and 4 main themes (including organizational, individual, process, and mexta-organizational factors). Then, in the quantitative section, a researcher-made questionnaire was distributed among 17 persone of managers and employees of the sports and youth departments that 15 questionnaires were selected and data were analyzed by Interpretive Structural Modeling. The results showed that the indicators of "documents, policies, laws, regulations and upstream directions", "commitment and support of senior managers", "talent identification system and databaxse of talented people in the organization", "requirements of duty and organizational incentives for succession "," structure, mission, policies, strategies, plans and goals of the organization " and " new technologies " were as important and influential basic factors on the succession in sport organizations that affect other factors, and the "organizational justice" and "performance evaluation system" factors were at the last level of the interpretative model.