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    DHR-Succession Planning Template

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    now01
    The document provides templates for Vermont agencies to conduct succession planning for critical positions. The templates guide assessment of key positions, competency gaps, and strategies to address gaps. Agencies identify positions critical to their mission and functions. They evaluate readiness to replace departing staff and competencies required for the future. Succession plans aim to close competency gaps by targeting completion dates and assigning responsible parties. Resources needed to implement strategies are also considered.

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    Download as PDF, TXT or read online from Scribd

    DHR-Succession Planning Template

    Uploaded by

    now01
    117 views4 pages
    The document provides templates for Vermont agencies to conduct succession planning for critical positions. The templates guide assessment of key positions, competency gaps, and strategies to address gaps. Agencies identify positions critical to their mission and functions. They evaluate readiness to replace departing staff and competencies required for the future. Succession plans aim to close competency gaps by targeting completion dates and assigning responsible parties. Resources needed to implement strategies are also considered.

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    DHR-Succession_Planning_Template

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    The document provides templates for Vermont agencies to conduct succession planning for critical positions. The templates guide assessment of key positions, competency gaps, and strategies to address gaps. Agencies identify positions critical to their mission and functions. They evaluate readiness to replace departing staff and competencies required for the future. Succession plans aim to close competency gaps by targeting completion dates and assigning responsible parties. Resources needed to implement strategies are also considered.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    117 views4 pages

    DHR-Succession Planning Template

    Uploaded by

    now01
    The document provides templates for Vermont agencies to conduct succession planning for critical positions. The templates guide assessment of key positions, competency gaps, and strategies to address gaps. Agencies identify positions critical to their mission and functions. They evaluate readiness to replace departing staff and competencies required for the future. Succession plans aim to close competency gaps by targeting completion dates and assigning responsible parties. Resources needed to implement strategies are also considered.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    State of Vermont Workforce Planning Toolkit

    Succession Planning Template


    Step 1: Key/Critical Positions

    Agency/Dept./Division: ________________ Manager: _______________ Date: _________ Year(s) applicable: ____________


    Dept/ Job Class Title Other distinction Supervisor Retirement Reason this is key/critical
    Division/ Unit (positions#, Eligibility Date position
    description, etc.)

    Reasons a position may be key/critical:


     Mission: Position is a key contributor to the organizational mission.
     Critical Function: Position performs task critical to vital functions. Leaving it vacant would hinder or prevent success of mission.
     Specialization: Position provides specialized leadership or skills that are difficult to replace.
     Location: Position fills a unique and important capacity at a particular location that would be difficult for another position, or the
    same position in another location, to take over.
     High Turnover: Position is one in a class or occupational group vulnerable to high turnover.
    Include additional pages as needed (based on Iowa & other sources)

    Vermont Department of Human Resources [email protected] 802-241-1114


    Succession Planning Template
    Step 2: Position or Position Group Analysis

    Agency/Dept./Divison: ________________ Manager: _______________ Date: __________ Years Applicable: ______________


    Key/Critical Position/Class: Position Title or Job Class:

    Reason position/class is key/critical: Retirement Eligibility Date (if applicable):


    External Factors: Internal Factors: How position will be used in the future:

    What competencies or skill sets will be required?

    Current level of readiness to replace departing staff:

    Gaps – competencies or skill sets not possessed by current staff:

    Include additional pages as needed for each position or class (based on Iowa & other sources)

    Succession Planning Template 2


    Succession Planning Template
    Step 3: The Succession Plan

    Agency/Dept./Division: ________________ Manager: _______________ Date: __________ Years Applicable: ____________


    Key Highest Priority Highest Priority Target Person(s) Required Status/Progress
    Positions/ Gaps in Strategies to address Gaps Complete Respon- Resources
    Classes skills/competencies Date sible

    Succession Planning Template 3


    Include additional pages as needed (based on Iowa & other sources)

    Succession Planning Template 4

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