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State of California Succession Management Model

​New and Revised

Updated 8/31/2020

Part 2 - Identify Talent Pool and Gaps

  • Assess the readiness of your talent pool using the revised Readiness Assessment  PDF | RTF. The expanded readiness assessment includes leadership competency definitions and improved layout for increased ease of use.

Updated 1/9/2020

All Parts

Part 1 - Identify and Prioritize Key Positions

  • Develop your succession plan using the Succession Plan Template DOCX | RTF that now includes check marks to indicate sections, if  completed, meet CalHR's policy requirements.
  • Prioritize succession management efforts by using the new Key Position Worksheet PDF | RTF to help identify mission-critical positions.
  • Evaluate your efforts from beginning to end and ensure alignment with CalHR's policy requirements and industry best standards by using the new Succession Plan Checklist PDF | RTF.

Part 2 - Identify Talent Pool and Gaps

  • Follow expanded guidance, with improved fluidity, to identify your candidate pool and develop a comprehensive communication plan that will help engage employees in the organization's succession management efforts. 

Part 3 - Develop Succession Management Strategies

  • Follow expanded guidance to develop succession management strategies to ensure strategies are targeted, comprehensive and established for the most successful outcomes.

What is the State of California Succession Management Model?

The purpose of the State of California Succession Management Model is to provide clear and relevant succession management guidance, aligned with policy requirements, to state organizations using workforce planning analysis to identify high risk areas, and prioritize strategies to address the organization's succession management needs.  Succession management supports workforce planning by establishing strong bench strength, enabling organizations to:    

  • Retain continuity of leadership and mission critical positions.
  • Ensure critical knowledge is not lost.
  • Bolster professional development.

​Who should use the State of California Succession Management Model?

The organization's workforce planning steering committee or project team members involved in workforce planning and/or succession management for their organization, should utilize the State of California Succession Management Model.  For detailed information regarding steering committee members or project team members, roles and responsibilities reference the Steering Committee Roles and Responsibilities document PDF | RTF.  Developing a structured team is a task accomplished in Phase 1 of the State of California Workforce Planning Model.

When should an organization use the State of California Succession Management Model?

The State of California Succession Management Model is used when an organization wants to begin or refine succession management.

The State of California Succession Management Model begins in Phase 3 of the State of California Workforce Planning Model. By  Phase 3, you will have accomplished the following critical tasks:

If you have not completed Phases 1 – 3 of the State of California Workforce Planning Model, return to the Model to begin the process of setting the strategic direction of your workforce planning efforts, analyzing organizational data and organizing the plan.  If your organization is pursuing succession management apart from workforce planning, follow the phases in the State of California Workforce Planning Model and apply the direction specifically to succession management.

​How does an organization use the State of California Succession Management Model?

An organization follows the State of California Succession Management Model by accomplishing the recommended Steps to produce succession management strategies.  Each Part of the model contains comprehensive guidance to assist with successful completion of each Part.  Each Part is structured to provide high level guidance to organization's who have advanced succession management experience, as well as additional detailed information for organizations who are just beginning succession management efforts: 

  1. The Purpose identifies the overall objective for the Part.
  2. The Deliverable describes the concrete product that will result with completion of the Part.
  3. The Steps outline the major actions that should be taken to complete the Part.
  4. The Tools identify tools and/or resources that can be used to assist with accomplishing the step referenced in front of the tool.
  5. The Detailed Information provides in-depth direction for accomplishing each Step.

Use the findings from Phases 1 – 3 of the State of California Workforce Planning Model to begin the succession management process outlined in the State of California Succession Management Model: 

Part 1 - Identify and Prioritize Key Positions

Part 2 - Identify Talent Pool and Gaps

Part 3 - Develop Succession Management Strategies

 Next Steps:

Once you have prioritized your organization's succession management needs, identified a talent pool, and developed strategies, return to Phases 3 – 5 of the State of California Workforce Planning Model to ensure strategies are incorporated into the overall workforce plan and track their implementation and evaluation within the context of the workforce plan.  If your organization is pursuing succession management apart from workforce planning, follow the phases in the State of California Workforce Planning Model and apply the direction specifically to succession management.

​For Assistance

Contact CalHR’s Statewide Workforce Planning Unit at  wfp@calhr.ca.gov or (916) 322-0742 with any questions or feedback on the State of California Succession Management Model.

 
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