In alignment with industry best practices, our programs and web content now reflect the concept of succession management. Succession management more accurately reflects the ongoing, systematic approach that focuses on an organization's bench expanding beyond leadership roles to include all position types. The good news is, if you are already planning for succession and following CalHR guidance, then you are likely already doing succession management.
Updates to the 2901 Workforce and Succession Plan Requirements policy are effective November 1, 2019.
If you previously submitted a plan(s) that met the old policy requirements, then you should be in compliance with the new policy and do not have to resubmit until the next survey period. We recommend reading through the clarified requirements in the updated policy to ensure you have captured all of the critical information.
is excited to provide a cohort-based training through a series of workshops to
teach organizations how to complete workforce and succession plans. For more course information visit CalHR
Workforce Planning and Succession Management Programs.
CalHR’s Statewide Workforce Development Division would like to present the
2016-2017 Statewide Workforce Planning Report PDF |
2016 Statewide Workforce Planning Report - Plain Text (RTF). This highly anticipated report contains the top workforce challenges that are common to many state organizations.
Workforce planning is having the right number of people with the right skills in the right jobs at the right time.
Workforce planning is the business process that aligns staffing with the strategic missions and critical needs of the organization. It also forecasts the organization's future workforce needs to ensure your organization will continue to have a talented competent workforce. See the State of
California Workforce Planning Model for an overview of the workforce planning process.
Succession management supports workforce planning by calling attention to internal resources of the department. The process involves identifying and developing current employees with the potential to fill key leadership positions, identifying competency gaps, and developing strategies to addressing the needs.
Leadership—Workforce and succession plans allow senior leaders to demonstrate their commitment to employees and citizens of California by planning and preparing for the continuity of services long into the future.
Strategic Planning—Is your department's workforce at risk? Workforce and Succession Plans can be your cornerstone to build your leadership bench strength and deliver on your strategic objectives.
Customers—Meet and exceed customers' expectations! Workforce and Succession Plans allow you to prepare for the future, sustain services and increase efficiency.
The CalHR Statewide Workforce Planning Unit is committed to building a quality sustainable workforce for the State of California.
The State of California Workforce Planning Model provides clear and relevant guidance for developing a comprehensive workforce plan that contains strategies addressing five main areas: recruitment, retention, employee development, knowledge transfer and succession management.
The State of California Succession Management Model provides guidance to identify high risk key positions and prioritize strategies to address the organization's succession management needs.
Our unit facilitates quarterly workforce planning forums to provide professionals a networking opportunity that is interactive, informative, and relevant to the workforce planning challenges faced by the State of California.
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Check out the Statewide Workforce Planning Unit's Workforce Planning Toolkit page! The Toolkit organizes all available tools by category so you can quickly find what you need. Download the tools you want, learn about upcoming tools, and suggest ideas for additional new tools. All tools are designed to enhance your organization's workforce planning and succession management efforts.
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CalHR's Statewide Workforce Planning Unit is available at email@example.com or (916) 322-0742 to assist your organization with workforce planning and succession management efforts.