Workforce and Succession Planning
Conducting the Key Person/Position Risk Assessment
What risks to continuity of operations does your organization face as employees separate from service? How do you identify risk areas? How do you prioritize the identified risks? What data do you collect to measure risk?
As mentioned above, usually the primary business objective for workforce and succession planning is to mitigate the risk associated with the loss of a key person or vacancy in a key position. Organizations will experience attrition; the key to good workforce planning leadership is to be prepared for it. Employees leave organizations for a myriad of reasons and it is not always a bad thing. However, effective leaders continuously evaluate their workforce separation risks and develop and/or execute appropriate replacement plans. Once your planning target (position, work unit, division) has been identified, it is important to understand the environmental risk factors affecting talent retention and acquisition relative to the agency's overall strategic plan.