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PLANNING STEPS
OK. So now we have your attention. What do you do next? Here are the recommended steps of the planning process for your consideration. Keep in mind that you should customize the process to meet your needs.
| 1. SCOPE |
What is the issue, initiative, or organizational unit (agency, office, division, etc.) that needs your attention? Is it an immediate critical need or do you have time to plan? |
| 2. CONTEXT |
What is your agency's direction and how will it affect the issue, initiative, or organization of concern? |
| 3. WORK |
What functions will need to be performed? Will the work be the same, evolving, or brand new? |
| 4. DEMAND |
What staffing levels and skill sets or titles will be needed to perform the functions? |
| 5. SUPPLY |
Where will the people come from to staff the functions? What does the data on the current work force tell you about the likely availability of qualified people when you need them? |
| 6. GAPS |
What positions, titles, or functions require special action to ensure that you can recruit, appoint, and retain the people with the skill sets you need? |
| 7. PRIORITY |
What is the order of importance of addressing the gaps you have identified? |
| 8. SOLUTIONS |
What specific actions will you take to address the priorities? |
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THE PLANNING STEPS
"An effective succession plan demands we look beyond a simple replacement strategy. We need to look ahead to determine whether the current structures we have in place will support our business needs in the future. More specifically, we need to define what skills we will need to support our critical business functions."
— NYS agency HR manager |
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