Workforce and Succession Planning
Evaluating Your Efforts: Measurement Criteria
Workforce and succession planning, like other business processes, is continuous yet cyclical. It's continuous because once you identify your talent gaps and the approaches you will employ to address them, you should be in an ongoing state of developing and delivering training, knowledge transfer and other performance related experiences to your team. You should be coaching and possibly, mentoring staff who are on the path towards increased responsibility and contribution to your organization. You should be working with your managers, your HR team and DCS to identify sources of talent, both internally and externally. The good news is you will be doing this with a focused and intentional approach for finding, developing and retaining the very best staff available.
It's cyclical because now that you have a plan and an approach for measuring the success of that plan, you will be required to review it on a regular basis. Generally, once per year is sufficient for an in-depth review of your plan; however, if your agency, division or work unit undergoes a significant shift in the nature, location, customer base, etc. of the work you do, it's a good idea to review your workforce plan concurrent with that shift. This mid-stream review will ensure that you continue to have the talent you need to manage any change or organization experience.