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 planning apart from workforce planning, follow the phases in the State of California Workforce Planning Model and apply the direction specifically to succession planning.
A department follows the State of California Succession Planning Model by accomplishing the recommended Steps to produce succession planning 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 planning experience, as well as additional detailed information for departments who are just beginning succession planning efforts:
Use the findings from Phases 1 – 3 of the State of California Workforce Planning Model to begin the succession planning process outlined in the State of California Succession Planning Model:
Part 1 - Identify and Prioritize Leadership Positions
Part 2 - Identify Talent Pool and Gaps
Part 3 - Develop Succession Planning Strategies
Next Steps:
Once you have prioritized your department’s succession planning 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 planning apart from workforce planning, follow the phases in the State of California Workforce Planning Model and apply the direction specifically to succession planning.
