Part 2 assesses internal competency and staffing resources to identify gaps for filling succession planning needs through employee recruitment, development and/or retention.
A comprehensive list of staff or classifications to develop in preparation to fill key leadership positions.
As a civil service employer we are required to uphold the merit system. Succession planning should never involve any activity that goes against the merit system, such as hand-picking employees to participate in leadership development programs or guaranteeing appointments.
When implementing succession planning, inform all employees about succession planning activities and use the same objective measures to determine who will participate. Participation in succession planning activities should not be the basis for appointment. The state’s merit system and sound hiring practices should always determine the best candidate for a given position.
It is recommended that assessment and selection processes be documented in order to maintain and uphold objectivity.
Develop a communication plan for each strategy that includes:
All employees should have the opportunity to self-nominate and express their interest in participating in succession planning. A talent pool can be identified and narrowed down in a variety of ways utilizing some or all of the following methods:
Assess employees’ readiness to assume the next level of responsibility. This will provide some insight into their potential to be successful.
Develop an objective process for identifying gaps in the talent pool. This same process can be used to gauge an employees’ readiness to assume key leadership positions. A readiness assessment is a common tool used for these purposes. Readiness assessments are an objective way for an employee and their supervisor to measure, across multiple factors, how ready an employee is to promote to the next level. These assessments help determine appropriate succession planning strategies targeting specific skills, such as involvement in a leadership development program, where an employee must demonstrate high potential to benefit from the program.