Workforce/Succession Planning Scope

• OTDA is piloting a succession planning effort within the Division of Program Support and Quality Improvement. It involves the development of Individualized Training and Development Plans (ITDPs) for all of the 314 Division staff interested in participating in the program (68% participation). In addition, 44 positions involving 19 titles have been identified and targeted as 'key positions' within the Division for purposes of succession planning. The objective is to develop qualified candidates through the provision of competency based training and development activities. (See ITDP form and ITDP form instructions). [Katherine Napoli, Director of Training and Management Analysis (518) 474-0136 Kathy.Napoli@dfa.state.ny.us]

• Department of Health Strategic Planning - The Department's 2001-2006 strategic planning process requires all major operating units to add to their program-specific goals one standard annual goal related to succession/workforce planning. (See DOH Strategic Planning)

• OSC Office of Municipal Affairs identified high turnover risk with more than 50% of staff eligible to retire within 4.5 years, resulting in development of a three-part program including recruitment, promotion and staff development strategies. [Joe Hilton (518) 474-6484]

• DEC is addressing succession planning issues through a strategic planning process. One outcome of this process is a proposed strategy for ensuring appropriate agency staffing and the retaining of institutional knowledge, considering the demographics of the agency among other factors. [Hank Hamilton (518) 402-9147]

Sample scopes:

OTDA: piloting a division (PSQI)
Parks: critical title (Park Manager)
OCFS: management
Tax: a title series (auditors)
OSC: a division (Municipal Affairs)
DOT: titles (engineers)
OGS: enterprise-wide; critical/key functions

See Scope in the Planning Guide