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Succession Planning in Government (Plano, Texas (City had problem of aging…
Succession Planning in Government
4 Components
Planning and Development
Starts with demand forecast to determine overall future workforce needs, creation of succession planning should be specific to org, succession planning should be built into fabric of org
Selection and Training
Importance of identification and development of potential leaders, creating strong talent pools, creating employee development program starts with assessing org and individual training needs, successful succession planning allows for changes to org
Sustainability
High performers can be identified or developed, recruits should be flexible and offer stability
Evaluation
Succession planning promotes ongoing, continuous systematic program planning review, should seek constant feedback
Plano, Texas
City had problem of aging workforce and implemented succession planning in response
Program uses nominations and self-nominations to identify candidate pool
Assessment center used to test candidates knowledge, skills, and abilities
6 employees chosen for Management Preparation Program of Plano, requiring minimum commitment of 300 hours
City extended leadership pipeline to entire workforce with new initiative
Analysis of Plano
Planning and Development
Plano should increase formal structure, should create plan to sustain succession planning even during changes to city
Selection and Training
City's new initiative enabled access across all levels of workforce
Sustainability
City should create formal evaluation system for program
Evaluation
Plano should collect empirical evidence on success of its program and increase its resources