1. Align Succession Management with Other Organizational Plans:
In the succession management plan, clearly articulate the alignment between succession management and the strategic direction defined in the State of California Workforce Planning Model Phase 1. This alignment should include the organization's strategic plan and/or other environmental scan, the organization's Statewide Leadership Accountability Act Report (SLAA), the Annual Workforce Analysis completed by EEO and all action plans and information related to classifications with underutilizations.
2. Identify Key Positions:
Review the gap analysis from the State of California Workforce Planning Model Phase 2 to identify key roles that could benefit from succession management. Define all the pipeline(s), i.e. classifications in career ladders that can potentially promote into these key positions and review any gaps that were identified in the pipeline.
3. Identify Key Position Competencies:
Work with executive leaders to define or update the current and future competencies needed to be successful in the key positions, based on the organization's competency models identified in the State of California Workforce Planning Model Phase 2. These will be used to identify competency gaps and provide a framework for succession management strategies. The current and future competencies are required to be included in the succession management plan.
4. Assess Organizational Gaps:
Evaluate the previously identified supply gaps (both staffing and competency gaps) in the key positions and their pipelines. Also gather information about existing succession management strategies in place, if any, for the key positions and their pipelines and how effective they are in meeting the organization's needs.
5. Prioritize Key Positions:
Work with leaders to prioritize key positions for succession management based on their impact to the organization. Consider those that are critical to the organization's mission, impact organizational risks, have significant underutilizations, difficult to fill, key person dependent, high turnover risk, require highly specialized competencies and/or other factors that are of importance to the organization.
6. Document How the Key Positions were Prioritized:
The succession management plan must show not only the key positions and their talent pipelines, but also how they were identified and prioritized.
