What is it?
Succession Management supports workforce planning by establishing a strong bench of employees ready to compete for key positions in the organization. This process helps ensure leadership continuity, preserves critical knowledge, and supports professional development. The State of California Succession Management Model offers guidance for California state organizations to address succession management by identifying high-risk areas and prioritizing strategies.
Why use it?
Succession management ensures leadership continuity, minimizes operational disruptions, and maintains institutional knowledge. It prepares employees for future leadership opportunities, fostering a culture of growth and resilience.
For this reason, CalHR Policy 2901 requires all California state organizations that have civil service employees to create and maintain succession management plans that meet CalHR requirements. Using the State of California Succession Management Model can help an organization create and maintain plans that comply with this policy.
When to use it?
The model is used when an organization is starting or refining its succession management plan. It begins in Phase 3 of the State of California Workforce Planning Model, which involves setting strategic direction, analyzing data, and developing a workforce plan. We suggest completing the first three phases of the State of California Workforce Planning Model before proceeding with succession management.
Who should use it?
Leaders responsible for creating or improving a workforce plan for their organization should use this model. Note: Succession management is a shared responsibility across the organization. See the State of California Workforce Planning Model Phase 1 for more detailed information about forming a steering committee or planning team.
How to use the Model?
The model has three structured parts with step-by-step instructions. Refer to our Toolkit for additional resources and information that can be helpful while walking through the model.
Part 1 - Identify and Prioritize Key Positions
Part 2 - Identify Talent Pool and Gaps
Part 3 - Develop Succession Management Strategies
