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Succession planning and management guide

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Appendix C: Succession Planning and Management for Senior Managers Checklist: Steps & Considerations

STEP 1. Identify key areas and key positions

  • Identify which positions, if left vacant, would be detrimental to the health, safety, or security of the Canadian public.
  • Identify which positions, if left vacant, would cause major difficulties in achieving current and future business goals.

STEP 2. Identify capabilities for key areas and key positions

  • Ensure that the Key Leadership Competencies Profiles for key positions are used.
  • Communicate information on key positions and skills to employees.

STEP 3. Identify interested employees and assess them against capabilities

  • Has your organization developed an inventory of employee skills and experience to ensure that a pool of trained staff is available for key areas and positions?
  • Is there a sufficient pool of bilingual candidates, as well as members from designated groups, in feeder groups for key areas and positions?

STEP 4. Develop and implement succession and knowledge transfer plans

  • Institute succession planning and knowledge transfer programs and processes in your organization.
  • Incorporate responsibility for conducting succession planning and knowledge transfer activities in performance management agreements.
  • Encourage the development of a learning organization through employee and management engagement.

STEP 5. Evaluate effectiveness

  • Have succession plans been developed for all key areas and positions?
  • Are key positions filled quickly?
  • Are the values, and business objectives of the Government of Canada met?

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