Workforce and Succession Planning
Identifying Essential Work and/or Functions
Key/Critical Positions - WSP-100(973KB)
You've identified the key person(s) and key position(s) for which you need to develop a plan. Now you need to consider the actual work that will be impacted by a key position vacancy or key person departure.
Will the work be the same, evolving, or brand new? Do we need to replace staff that are leaving or can the work/function be redistributed or reassigned?
Assessing the future talent needs of an organization requires a deep understanding of the anticipated changes in the work of that organization that will be necessary at the time the positions will be filled. Evaluating anticipated work changes relative to established duties descriptions, minimum qualifications (MQs) and organizational structure will be a part of what you identify in the planning process by considering:
- How will existing services be enhanced or changed? What new services will be offered? What activities will no longer be performed? How quickly will those changes occur?
- Will these enhancements involve reengineering, introduction of technology, or other significant changes in the work process and/or function?
- Will functions or work be consolidated or redistributed within the organization? Are reorganizations planned or needed? Does the current structure make sense given your future needs?