Workforce and Succession Planning
Staff Development Strategies
Staff development strategies address skills gaps by preparing employees for specific positions, titles, or occupations, and can potentially solve the talent pool limitations that you have identified. Additionally, staff development activities not only increase employee engagement, but also can slow the rate of attrition. Generally, this approach addresses:
- Strategies to develop or enhance the identified KSAs/competencies in the existing internal talent pool that need to be developed or enhanced. Will investment in the training and development (upskilling) of existing staff produce the necessary level of capability?
- The positions/titles or candidate fields to be developed to ensure the best impact on service delivery. Do managers and supervisors have the tools (coaching and mentoring skills, information, and other resources) necessary to develop their staff?
- How the organization invests in and uses employee IDPs and performance plans. Are your agency's individual development plans and performance evaluations up-to-date for each employee? Are trainings recorded in the State Learning Management System (SLMS) and discussed as a part of the performance program? Do the offerings in SLMS meet your organization's needs? Is there other available training?
(Note: In addition to training offered in SLMS, and by the Governor's Office of Employee Relations, training is available through the NYS and CSEA Partnership for Education and Training.)