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.
Interview or survey the identified high risk leadership positions. Utilize the competency set or model developed in Phase 2 of the
State of California Workforce Planning Model, to incorporate in your interview or survey. This process will result with a prioritized list of position specific competencies, additional KSAs, and training for the high risk leadership positions. The
Leadership Succession Planning Survey is an example departments can use for this purpose. The results will be used to compare the potential candidate's competencies with the high risk leadership position's competencies.