Succession Planning FAQs
Succession Planning FAQs
What is succession planning?
- Succession planning is done to prepare broad pools of talent to be able to compete for key/essential position(s) in the organization. For example, Human Resources Assistants are the talent pool for Human Resources Specialist positions.
- Succession planning is also done to capture knowledge of those soon to depart the organization and share relevant knowledge with the existing employees. For example, seasoned Hydrologic Technicians can mentor junior Hydrologic Technicians and document their knowledge using the Knowledge Transfer Questions.
Why should I do succession planning?
It is possible to have one or more reasons to do succession planning. Here are some likely needs:
- promote seamless staff transitions
- preserve legacy of achievements and experiences
- focus planning on critical vulnerabilities in the workforce
- build pools of talent capable of competing for essential positions
- encourage employee engagement, collaboration and mentorship
What is the succession planning desk guide?
This desk guide provides resources to support succession planning activities across USGS and at all organizational levels.
Why was the succession planning desk guide developed?
The desk guide was developed to educate supervisors and managers about the concept of succession planning and the tools to support succession planning for various positions and situations. Succession planning is not a one-size-fits-all process.
Is there a difference between succession planning for one position versus succession planning for a group of positions or the full organization?
The concept behind succession planning (establishing strategic direction; identifying key positions and analyzing talent; and developing strategies) is similar whether planning for a single position or for many positions. However, there may be differences in numbers and/or types of competencies identified and the granularity of the analysis. When doing succession planning for one position, you are probably looking with specificity at a variety of skills and abilities; when planning for a group of positions, you are probably looking at a more limited set of competencies, or even a single competency, to be analyzed and developed across a range of series, or other skills and abilities. The succession planning process can be used for “soft” skills or abilities (example: leadership skills, like communication or cultural savvy), or for “hard” or more technical skills and abilities (example: knowledge and skills needed to perform scientific work, like groundwater geology). The approach the USGS developed can be adapted to support succession planning for a single position or an organization.
Do I need to use everything in this guide in order to do succession planning?
No. The guide is intended to be flexible and offer resources for different scenarios. When an organization decides to conduct succession planning it inevitably touches on other human resources topics including: workforce analyses, performance management, training and employee development.
How does succession planning relate to workforce planning?
Succession planning complements and is a follow-up to workforce planning. Succession planning efforts build a pipeline/talent pool to ensure continuity by developing potential successors who could compete for future positions. The decision to pursue succession planning is typically determined in Step 3 (Develop Action Plan) of the USGS Workforce Planning Model as a result of analysis in Step 2 (Supply, Demand, Discrepancies) of the USGS Workforce Planning Model.
Can I do succession planning without workforce planning?
It depends. If the intention is to prepare a talent pool for a position targeted for succession planning, it is best to determine what position(s) to target during the workforce planning process. If the intention is to capture knowledge of soon-to-be-departing staff, this does not require a workforce planning process. Select succession planning tools can be used on an as-needed basis, like the Knowledge Transfer Questions or the Succession Profile Worksheet.
Do I need to write a succession plan?
It is helpful to write a formal succession plan when using the process outlined in this desk guide. A written succession plan captures the steps of the process; decision points at each step; and records these items in a single document. If the organization chooses to use some of the tools in the desk guide as stand-alone items (e.g. Succession Plan Profile or Knowledge Transfer guide) a succession plan may not be needed.