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State of California Succession Planning Model

​What is the State of California Succession Planning Model?

The purpose of the State of California Succession Planning Model is to provide clear and relevant succession planning guidance to state departments using workforce planning analysis to identify high risk areas, and prioritize strategies to address the department’s succession planning needs.  Succession planning supports workforce planning by establishing strong bench strength, enabling departments to:    
  • Retain leadership continuity.
  • Ensure critical knowledge is not lost.
  • Bolster professional development.

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

The department’s workforce planning steering committee, or individual(s) involved in workforce and/or succession planning for their department, should utilize the State of California Succession Planning Model.  For detailed information regarding steering committee members, roles and responsibilities reference the Steering Committee Roles and Responsibilities | Steering Committee Roles and Responsibilities - Text Only (RTF) document.  Developing a steering committee is a task accomplished in Phase 1of the State of California Workforce Planning Model.

​When should a department use the State of California Succession Planning Model?

The State of California Succession Planning Model is used when a department wants to begin or refine succession planning.
The State of California Succession Planning 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 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.

​How does a department use the State of California Succession Planning Model?

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: 

  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 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.

​For Assistance

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