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 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 management strategies.
A written document identifying the prioritized high risk key positions
to be addressed through succession management at your department.
Key Position - A position whose decision-making authority and related responsibilities significantly influence organizational policies, strategic goals, business operations, or mission-critical projects. A key position can be a managerial position or a highly specialized individual contributor position.
Key Leadership Position - The most influential position(s) in an organization’s leadership pipeline. Individuals in key leadership positions typically have significant policy-influencing responsibilities that impact the achievement of strategic and operational goals.
Departments may choose to apply succession management strategies to any variety of positions which would benefit from a succession management approach.
Succession management is an approach which should be applied when a department wants to plan for continuity of critical functions and business lines to mitigate loss of services to customers. For example, if a Career Executive Assignment (CEA) position has been identified as a key position that supports a critical function, then feeder classifications reporting up to the CEA would be strong candidates for succession management , 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 management. 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 key 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 key positions. The
Leadership Succession Management 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 key position's competencies.