Work Force and Succession Planning - Planning Guide

EXECUTIVE LETTER
INTRODUCTION
STEPS
1.	Scope
2.	Context
3.	Work
4.	Demand
5.	Supply
6.	Gaps
7.	Priority
8.	Solutions
	Class & Comp
	Staff Development
	Recruitment/Selection
	Retention
	Organizational Intervention
	Knowledge Transfer
IMPLEMENTATION CONSIDERATIONS
APPENDIX 1: Applying the Steps
APPENDIX 2: Glossary
APPENDIX 3: NYSTEP Reports
APPENDIX 4: Sample Gap Analysis
APPENDIX 5: Internet Links
APPENDIX 6: Further Reading
ACKNOWLEDGEMENTS

What positions/titles should be the focus of development efforts? Which will have the most impact on service delivery?
Which of the candidate fields already identified should be the focus of development efforts?
What KSAs/competencies should be the focus of the development effort?
Will competency assessment of the candidate fields be worth the resource investment?
Will you have individual development plans for each employee?
How will you monitor the development of each employee?
Are managers and supervisors aware of their role in developing staff?
Do managers and supervisors have the tools (coaching and mentoring skills, information, and other resources) to ensure staff is developed?
What training is available, including the Clerical and Secretarial Employee Advancement Program (CSEAP) - http://www.cs.ny.gov/cseap/home.htm), NYS Technology Training Academy, GOER Work Force Development Opportunities (http://www.goer.state.ny.us/train), etc.?
What gaps exist between developmental products and services and what is needed? Are adequate resources available to meet the needs?

See Retention Strategies for more employee development strategies. (Also, see Staff Development for agency examples.)

Link to a downloadable PDF version of the September, 2001 edition of our planning guide, Our Work Force Matters.	Planning Guide Table of Contents
	Department of Civil Service Home Page	Governor's Office of Employee Relations Home Page