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 organization'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 organization's mission critical functions need to be addressed through succession management strategies.
A written document identifying the prioritized key positions
to be addressed through succession management at your organization.
Extract the key positions from your workforce planning analysis, performed in Phase 2 of the
State of California Workforce Planning Model, that could benefit from succession management strategies. A key position includes leadership, technical or other.
Identify gaps in succession management strategies that are currently taking place within the organization (if any), that address the key positions extracted from the workforce planning analysis.
Prioritize the key positions that currently lack effective succession management strategies. These remaining key positions should be prioritized based on functions that most critically support your organization's mission, along with their level of risk which may be based on factors identified in the Classification Risk Assessment Flow Chart PDF | RTF.
Identify the competencies, additional KSAs, and training critical to the success of the key positions by using the results from the competency analysis performed in Phase 2 of the
State of California Workforce Planning Model, or gaining feedback directly from the key positions through an interview or survey.
Core Competency Model
Leadership Competency Model
Succession Management is the process of identifying and developing current employees with the potential to fill key positions, identifying competency gaps, and developing strategies to addressing the needs.
Succession management is an approach which should be applied when an organization wants to plan for continuity of critical functions and business lines to mitigate loss of services to customers. Organizations may choose to apply succession management strategies to any variety of positions which would benefit from a succession management approach. 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.
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.
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 in a prioritized list of position specific competencies, additional KSAs, and training for the key positions. The Competency Identification Survey PDF | RTF is an example organizations can use for this purpose. The results will be used to compare the potential candidate's competencies with the key position's competencies.