Part 3 - Develop Succession Management Strategies

This step develops an action plan with measurable strategies to close competency gaps and build a talent pipeline for high-priority positions.​

Steps

1. Develop Strategies: 

Create or enhance succession management strategies based on the staffing challenges and competency gaps identified in Part 2 in terms of recruitment, retention, employee development, knowledge transfer, or others. Consider strategies for both the pipeline classifications and the wider organization, if applicable.

For succession management strategies involving developing internal staff, create or enhance a fair and documented process for assessing eligibility to participate in such development programs. All employees should have an opportunity to express interest, and eligibility may depend on factors like job performance and manager approval. Ineligible employees should continue to receive development opportunities. Develop a system to monitor candidate progress through the development process and adjust strategies as needed.

2. Implement an Action Plan:

Develop a comprehensive action plan, covering no more than 5 years, to be included in the succession management plan. For each item in the action plan, include at least the following:

• Strategy description
• Alignment with strategic, SLAA, Annual Workforce Analysis, and any Underutilization Plan goals
• Timeline for implementation
• Key Performance indicators
• Success Criteria

3. Reincorporate into Workforce Plan:

Ensure the succession management strategies are integrated into the overall workforce plan.

4. Evaluation Process:​

Continuously assess whether plans support organizational objectives. Identify emerging leadership gaps and refine succession strategies accordingly. ​