below can be modified to address the relevant competencies and barriers; however aspiration and engagement should be addressed in all types and levels of succession planning. For more in-depth information on assessing employee potential, the following two sources may be of interest: Linkedin - The 3 Indicators Corporations Use to Identify High-Potential Employees, May 29, 2015 Harvard Business Review: Leadership Development to May 2010 – “How Keep Your Top Talent”, Example: USGS Succession Planning Assessment Tool Data is collected by counts for each element. Results are then computed into percentages for easy assessment and comparability with other results. Phase 2: Analysis - Succession Profile Worksheet The Succession Profile Worksheet is a document which captures the required competencies What: and recommended developmental activities for key positions. It helps organizational leadership understand the readiness of the current workforce. It assists in the process of assessing and developing staff for leadership and other key positions. It should consider and inform the development of training and development programs. Who: Each leadership or other key position completes a Succession Profile Worksheet
below can be modified to address the relevant competencies and barriers; however aspiration and engagement should be addressed in all types and levels of succession planning. For more in-depth information on assessing employee potential, the following two sources may be of interest: Linkedin - The 3 Indicators Corporations Use to Identify High-Potential Employees, May 29, 2015 Harvard Business Review: Leadership Development – “How to Keep Your Top Talent”, May 2010 Example: USGS Succession Planning Assessment Tool Data is collected by counts for each element. Results are then computed into percentages for easy assessment and comparability with other results. Phase 2: Analysis - Succession Profile Worksheet What: The Succession Profile Worksheet is a document which captures the required competencies and recommended developmental activities for key positions. It helps organizational leadership understand the readiness of the current workforce. It assists in the process of assessing and developing staff for leadership and other key positions. It should consider and inform the development of training and development programs. Who: Each leadership or other key position completes a Succession Profile Worksheet