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.................................................................................................................................................................................................................. 2  \nWhat is Succession Planning ....................................................................................................................................................................................... 2  \nBenefits of Succession Planning .................................................................................................................................................................................. 2  \nAn Open Dialogue ......................................................................................................................................................................................................... 2  \nSuccession Planning Process ....................................................................................................................................................................................... 3  \nStep 1: Establish which positions are in most need of Succession Planning ........................................................................................................... 4  \nStep 2: Develop eligibility requirements for the positions ....................................................................................................................................... 5  \nStep 3: Identify potential successors .......................................................................................................................................................................... 6  \nStep 4: Plan to develop potential successors ............................................................................................................................................................. 7  \nStep 5: (Re)Evaluate workforce needs ....................................................................................................................................................................... 8  \nAppendix A .................................................................................................................................................................................................................. 9  \nAppendix B ................................................................................................................................................................................................................. 10  \nIntroduction  \nIs there an experienced employee in your unit who will be retiring soon and whose knowledge is invaluable? Perhaps there is an employee who has shown interest in moving up but does not yet have the necessary requirements for a managerial role. Maybe your unit is planning to take on a new project which requires a very special skill set but does not yet have the capacity to complete the task. This guide will assist you in determining your department’s current needs and implementing a succession plan.  \nWhat is Succession Planning  \nSuccession planning requires looking into the future and planning ahead. While it may seem time consuming now, it’s always better to have a plan in place than to be left shorthanded.  \nSuccession planning identifies strategies to develop employees to build capacity and capability. Effective succession management results ina larger pool of qualified candidates available to fill critical positions.  \nBenefits of Succession Planning  \n• Retain existing employees and corporate knowledge.  \n• Increase diversity of the workforce.  \n• Increase quality in employee performance.  \n• Increase in employee productivity.  \n• Improve employee morale.  \nAn Open Dialogue  \nThe GNWT takes a collaborative approach to succession planning. Superviso","cbCairTUO7J4MSEi","https://ap.wps.com/l/cbCairTUO7J4MSEi","pdf",636932,"English","# Introduction\n# What is Succession Planning\n# Benefits of Succession Planning\n# An Open Dialogue\n# Succession Planning Process\n## Step 1: Establish which positions are in most need of Succession Planning\n## Step 2: Develop eligibility requirements for the positions\n## Step 3: Identify potential successors\n## Step 4: Plan to develop potential successors\n## Step 5: (Re)Evaluate workforce needs\n# Appendix A\n# Appendix B","[{\"question\":\"What problem does succession planning help a department address?\",\"answer\":\"It addresses gaps created when experienced employees retire or when new projects require specialized skills that the unit currently lacks.\"},{\"question\":\"What benefits does the guide attribute to succession planning?\",\"answer\":\"It helps retain employees and corporate knowledge, increase workforce diversity, improve performance and productivity, and strengthen employee morale.\"},{\"question\":\"What are the five steps in the succession planning process?\",\"answer\":\"Prioritize positions needing succession planning, define eligibility requirements, identify potential successors, plan development for successors, and (re)evaluate workforce needs.\"}]","Succession Planning Guide - read | PDF",1789200593]