HomeMy WebLinkAboutSuccession Planning.pdfSuccession Planning - A 5 Step Process
Step 1: Identify critical positions
Critical positions are the focus of succession planning efforts. Without these roles, the department or
agency would be unable to effectively meet its business objectives. Workforce projection data or
demographic analysis is essential in identifying risk areas. A risk assessment may also be conducted
and compared to current and future vacancies to identify critical positions within your organization.
Step 2: Identify competencies
A clear understanding of capabilities needed for successful performance in key areas and critical
positions is essential for guiding learning and development plans, setting clear performance expectations,
and for assessing performance. By completing the process of competency or position profiling within your
organization, current and future employees gain an understanding of the key responsibilities of the
position including the qualifications and behavioural and technical competencies required t o perform them
successfully.
Step 3: Identify succession management strategies
Now that critical positions have been identified and have been profiled for competencies, the next step is
to choose from a menu of several human resource strategies, including developing internal talent pools,
onboarding and recruitment to address succession planning.
Step 4: Document and implement succession plans
Once strategies have been identified, the next step is to document the strategies in an action plan. The
Succession Planning: Action Plan provides a mechanism for clearly defining timelines and roles and
responsibilities.
Step 5: Evaluate Effectiveness
To ensure that the department or agency’s succession planning efforts are successful, it is important to
systematically monitor workforce data, evaluate activities and make necessary adjustments.