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Each phase has been revised to reflect the concept of succession management, describing a more comprehensive approach aligned with industry best practices, along with new and updated information that follows the
CalHR Workforce Planning and Succession Management Programs.
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.
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:
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.
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.
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:
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
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.
Contact CalHR’s Statewide Workforce Planning Unit at firstname.lastname@example.org or (916) 322-0742 with any questions or feedback on the State of California Succession Management Model.