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 departmental data and organizing the plan. If your department 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.
A department 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 department’s who have advanced succession management experience, as well as additional detailed information for departments 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
Next Steps:
Once you have prioritized your department’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 department 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.
