were identified as the talent pool, based on management discussion The talent pool was assessed by the Science Center Management Team using the USGS Succession Planning Pipeline Employees in the talent pool Individual Development and their supervisors Plan Phase 3: Strategy identified developmental Knowledge Transfer Identify succession planning opportunities in their to Questions strategies and related metrics that prepare them with Leadership Development will be used to evaluate the competencies needed for the Matrix success of the strategies. Administrative Officer position Phase 4: Implementation Succession Plan Template Implement the in a one-two Document and formalize the year timeframe Communication Tool succession planning phases of Project Management Plan Alignment, Analysis, and Strategy into a comprehensive Succession Plan. Manage the implementation of the plan and succession strategies, and communicate those strategies throughout the organization. Phase 5: Evaluation Sample Metrics Reassess the talent pool using Determine how well the the USGS Succession succession management Planning Pipeline after strategies are filling targeted years post needs. implementation of the IDPs. SCENARIO: Science/Hydrologic Technician Phases of Succession Planning Relevant Tools Scenario The Science Center conducted a Phase 1: Alignment Strengths Weaknesses Understand the strategic direction SWOT analysis and identified: Opportunities Threats of the organization, based on the (SWOT Analysis) strategic plan and workforce Strengths - established reputation Business Case plan. Conduct SWOT analysis. Determine barriers to success. Weaknesses - aging workforce Determine succession planning goals, keeping them aligned with Opportunities - large number of
were identified as the talent pool, based on management discussion The talent pool was assessed by the Science Center Management Team using the USGS Succession Planning Pipeline Phase 3: Strategy Identify succession planning strategies and related metrics that will be used to evaluate the success of the strategies. Individual Development Plan Knowledge Transfer Questions Leadership Development Matrix Employees in the talent pool and their supervisors identified developmental opportunities in their to prepare them with competencies needed for the Administrative Officer position Phase 4: Implementation Document and formalize the succession planning phases of Alignment, Analysis, and Strategy into a comprehensive Succession Plan. Manage the implementation of the plan and succession strategies, and communicate those strategies throughout the organization. Succession Plan Template Communication Tool Project Management Plan Implement the in a one-two year timeframe Phase 5: Evaluation Determine how well the succession management strategies are filling targeted needs. Sample Metrics Reassess the talent pool using the USGS Succession Planning Pipeline after years post implementation of the IDPs. SCENARIO: Science/Hydrologic Technician Phases of Succession Planning Relevant Tools Scenario Phase 1: Alignment Understand the strategic direction of the organization, based on the strategic plan and workforce plan. Conduct SWOT analysis. Determine barriers to success. Determine succession planning goals, keeping them aligned with Strengths Weaknesses Opportunities Threats (SWOT Analysis) Business Case The Science Center conducted a SWOT analysis and identified: Strengths - established reputation Weaknesses - aging workforce Opportunities - large number of
SuccessionPlanningDeskGuide.docx