This unit is responsible for maintaining the enterprise workforce planning policy, setting standardized workforce planning indicators and collection and analysis of agency data to report trends and forecast needs and/or solutions.
HRD-Office of Talent Management workforce planning consultative services include, but are not limited to, speaking to agency leadership teams about the implications and benefits of workforce planning, offering workshops to support the workforce planning process, guiding HR business partners through the process of evaluating their specific workforce situations via the online toolkit and resources, and finally by organizing a consortium of human resources professionals to increase collaboration and cooperation.
In Spring 2009, the Governor signed an agreement allowing the Pew Center on the States to assist the Department of Administrative Services’ (DAS), Human Resources Division in developing a statewide workforce planning policy and tools to better strategically align our people to the work our agencies perform.
Directive HR-D-15 for workforce planning.
Human ResourcesHuman Resources’ role is to gather and compile data from performance results to create potential successor pools, which are comprised of individuals who possess the skills necessary for the exempt positions that could become vacant. In addition, Human Resources supports supervisors in completing items such as performance evaluations, stay interviews, and periodic coaching meetings as well as in developing employees for their next role.
ManagerManagers play a vital role in succession planning by effectively communicating with employees and taking an active role in employee development. The most effective succession planning involves managers who promote and encourage employee development. Managers should evaluate employees’ interest in the succession planning process and help develop employees for their next role.
EmployeeEmployees exempt from collective bargaining play an important role in succession planning. Exempt employees should think about their preferred career path and find ways to look into several positions of interest. Exempt employees who are interested in development either within their current pay grade (laterally) or in a higher pay grade (promotionally) should inform their manager of their interest and begin to develop a plan to achieve the desired position.
Frequently Asked Questions
9-Box Job Aid
Knowledge Transfer Plan
Sample Succession Plan
NASPE – Workforce and Succession Planning
PA TIMES – Workforce and Succession Planning in Government
30 E. Broad St., 27th Floor
Columbus, Ohio 43215
Learning and Talent Development
Performance Management and Development
Talent Development Community
Workforce and Succession Planning