Phase 4: Implementation - Communication Tool Communication Plan Audience/Goal Message Tactic Messenger Actions Timeframe Status What is your goal related to a particular audience? What is one thing you want to say to that audience? What is one way you will meet that objective? Who should be the voice behind that action? Who will actually be doing the work and what will they be doing? When is it going to happen? Is it complete? etc. etc. etc. etc. etc. What is another thing you want to say to that audience? What is one way you will meet that objective? etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. What is your goal related to another audience? etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc. etc.
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
the strategic and workforce plans. Estimate budget for succession planning strategies. people who want to intern at the Center Threats - hiring freeze and waiver requirement 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 Hydrologic Technicians identified for succession planning, by using the Competencies for Hydrologic Technicians identified as Flexibility, Teamwork, Technology Application, Scientific Knowledge, and Scientific Data Collection by using the OPM MOSAIC Competency dictionary and the In this scenario, there are a limited number of internal employees in the talent pool. No assessment of a talent pool is conducted. The is used for seasoned Hydrologic Technicians to complete. 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 The are used to interview seasoned Technicians to capture their experience. Phase 4: Implementation Document and formalize the succession planning process 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 Management uses town halls, email communication and other meetings to emphasis the importance of knowledge transfer. Management promotes the , and highlights select responses to the questions in communications with employees. Phase 5: Evaluation Determine how well the succession management strategies are filling targeted needs. Sample Metrics A survey is sent to Hydrologic Technicians to find out how many have referred to responses from the when performing work.
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
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 Use a combination of the and the to identify appropriate developmental opportunities for the talent pool Phase 4: Implementation Document and formalize the succession planning process 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 Management uses town halls, staff meetings, and 1-on-1 meetings with talent pool to discuss succession planning Management uses IDP discussions to identify developmental opportunities with interested members of the talent pool. Phase 5: Evaluation Determine how well the succession management strategies are filling targeted needs. Sample Metrics Number of internal candidates that apply for SES vacancies at USGS increases Re-assessment of talent pool