Succession Planning Process Page 3
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5Succession Planning Process (continued)
Step 1: Link
This step involves:
Strategic and
Workforce Planning
•
Identifying the long-term vision and direction
Decisions
•
Analyzing future requirements for products and services
•
Using data already collected
•
Connecting succession planning to the values of the
organization
•
Connecting succession planning to the needs and interests of
senior leaders.
Step 2: Analyze
This step involves:
Gaps
•
Identifying core competencies and technical competency
requirements
•
Determining current supply and anticipated demand
•
Determining talents needed for the long term
•
Identifying “real” continuity issues
•
Developing a business plan based on long-term talent needs,
not on position replacement.
Step 3: Identify
This step involves:
Talent Pools
•
Using pools of candidates vs. development of positions
•
Identifying talent with critical competencies from multiple
levels—early in careers and often
•
Assessing competency and skill levels of current workforce,
using assessment instrument(s)
•
Using 360° feedback for development purposes
•
Analyzing external sources of talent.
September 2005
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