Part 1 brings together the findings from the workforce planning analysis accomplished in Phases 1 – 3 of the State of California Workforce Planning Model to strategically determine the department’s areas of highest succession risk within key leadership positions.
Using the findings from Phases 1 – 3 of the State of California Workforce Planning Model, determine which of your department’s critical leadership functions need to be addressed through succession planning strategies.
A written document identifying the prioritized high risk key leadership positions to be addressed through succession planning at your department.
A key leadership position describes a position held by an employee who maintains the influence to maximize the efforts of others towards achieving a goal that is critical to the department’s mission.
Departments may choose to apply succession planning strategies to any variety of positions which would benefit from a succession planning approach.
Succession planning is an approach which should be applied when a department wants to plan for leadership continuity. For example, if a Career Executive Assignment (CEA) position has been identified as a key leadership position that supports a critical function, then feeder classifications reporting up to the CEA would be strong candidates for succession planning, as illustrated through the following procession of classifications: SSMII, would be developed to succeed → SSMIII, would be developed to succeed → CEA.
Thoroughly analyze all pertinent workforce data to develop a data-driven basis for succession planning. For detailed instruction on workforce data analysis refer to Phase 2 of the State of California Workforce Planning Model.