Workforce and Succession
Planning

Welcome

Welcome to the joint Department of Civil Service and Governor's Office of Employee Relations Workforce and Succession Planning website. The purpose of the website is to provide State agencies with guidance and a forum to share information on Workforce and Succession Planning. We welcome your comments and encourage State agencies to submit information for the website. Write to us at nbk@cs.state.ny.us

Additional Information

• DMV's Workforce Status and Succession Planning Needs report.
• Information on DOT's New Employee Orientation Program and Leadership Academy.
• The Companion Guide To Our Workforce Matters: A guide for workforce and succession planning for municipal civil service agencies.
• An updated description of OCFS's New Employee Orientation Program and the New Employee Orientation Supervisor's Checklist and Training Coordinator's Checklist.
• Description of Tax's recruitment program.
• 2005 Work Force Plan
• 2004 Work Force Plan
• 2003 Work Force Plan
• 2002 Work Force Plan
• 2001 Work Force Plan

Workforce and Succession Planning Work Groups

From January to July 2002, eight interagency work groups studied different facets of workforce and succession planning to identify practices that may be useful to State agencies. Click on the underlined workgroup names to see the available reports. Also see Overview of the Workgroups.

• Competencies: This group developed management and leadership competencies along with guidelines on using them.
• Knowledge Management/Transfer: This group studied effective ways of managing knowledge and ways of capturing knowledge possessed by departing highly skilled employees and sharing it with those who will be taking their place.
• Management Mobility: This group studied ways to increase the ability of managers to move within their agency and to other agencies. The purpose is to develop the State's managerial resources and match managerial skills and capabilities with agency needs.
• Mentoring: This group identified the characteristics of good mentoring programs to help agencies develop programs or improve existing ones.
• Recruitment and Selection: This group focused on innovative recruitment and selection strategies and techniques.
• Employee Retention: This group looked at steps that can be taken to better communicate what the State has to offer, make employment with the State more appealing, and encourage our highly skilled employees to stay.
• Retiree Resources: This group focused on an array of realistic, practical ideas and options for hiring retirees.
• Staff Development: This group looked for new ways to develop staff in preparing them to take on new jobs and responsibilities to replace departing employees.