SCENARIO: Leadership/Senior Executive Service positions Phases of Succession Planning Relevant Tools Scenario Business Case: The USGS Strengths Weaknesses Workforce Planning Team Opportunities Threats analyzed workforce data of the (SWOT Analysis ) Phase 1: Alignment leadership ranks (GS14, 15, SES, Business Case Understand the strategic direction SL, and ST) and determined of the organization, based on the vulnerabilities in the SES strategic plan and workforce population based on retirement plan. Conduct SWOT analysis. eligibility and projected Determine barriers to success. eligibility. Determine succession planning goals, keeping them aligned with Strengths: compelling mission the strategic and workforce plans. Weaknesses: few internal Estimate budget for succession candidates for SES vacancies planning strategies. Opportunities: impact science policy and USGS direction Threats: pay compression at the leadership ranks Identification of Key Senior Executive Service Positions positions identified for succession planning during Identification of Talent Step 2 (Supply, Demand, Pool Discrepancies) of the Competency Modeling workforce planning process. USGS Succession Planning Competencies for Senior Pipeline Assessment Tool Phase 2: Analysis Executive Service positions Succession Profile Identify bench strength: key identified as Leading Change, Worksheet positions for succession planning Leading People, Business and analyze how well the current Acumen, Results Driven, talent pool will be able to fill Building Coalitions, and those key positions. Include Cultural Savvy through analysis of engagement, focus groups with aspiration, and barriers to incumbents determine readiness. Direct reports at GS 14, 15, and SL, plus other senior management positions were , based on management discussion The talent pool was assessed by the Executive Leadership Team (ELT) using the USGS
SCENARIO: Leadership/Senior Executive Service positions 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 the strategic and workforce plans. Estimate budget for succession planning strategies. Strengths Weaknesses Opportunities Threats (SWOT Analysis ) Business Case Business Case: The USGS Workforce Planning Team analyzed workforce data of the leadership ranks (GS14, 15, SES, SL, and ST) and determined vulnerabilities in the SES population based on retirement eligibility and projected eligibility. Strengths: compelling mission Weaknesses: few internal candidates for SES vacancies Opportunities: impact science policy and USGS direction Threats: pay compression at the leadership ranks Phase 2: Analysis Identify bench strength: key positions for succession planning and analyze how well the current talent pool will be able to fill those key positions. Include analysis of engagement, aspiration, and barriers to determine readiness. Identification of Key Positions Identification of Talent Pool Competency Modeling USGS Succession Planning Pipeline Assessment Tool Succession Profile Worksheet Senior Executive Service positions identified for succession planning during Step 2 (Supply, Demand, Discrepancies) of the workforce planning process. Competencies for Senior Executive Service positions identified as Leading Change, Leading People, Business Acumen, Results Driven, Building Coalitions, and Cultural Savvy through focus groups with incumbents Direct reports at GS 14, 15, and SL, plus other senior management positions were , based on management discussion The talent pool was assessed by the Executive Leadership Team (ELT) using the USGS
SuccessionPlanningDeskGuide.docx