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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