Does the agency ensure continuity of leadership through succession planning and executive development?

Elements of YES

The agency conducts ongoing workforce analysis to identify its current and future leadership needs. This analysis includes the size of the workforce, its deployment across the organization, and the competencies needed for the agency to succeed. A formal succession planning management program is in place that includes a review of current and emerging leadership needs in light of strategic and program planning, identifies sources of key position talent and provides for assessing, developing, and managing the identified talent. The agency conducts regular assessments of its leadership policies. The agency has identified key positions and high-potential employees and has a formal SES candidate development program or other merit-based method of developing the next generation of leaders.

Suggested Performance Indicators

• Workforce analysis related to supervision/leadership is conducted.
• Formal succession planning or talent management program is in place and its impact is measured.
• Written leadership development strategy is tied to workforce analysis and strategic plan.
• Documented leadership competencies are tied to the Executive Core Qualifications.
• Documented and communicated leadership skill training program includes all levels of supervisors, managers, and potential leaders.
• A merit-based system assesses leadership competencies (e.g., identification of high-potential candidates for candidate development programs or identification of development needs to be incorporated into individual development plans).
• Individual development plans for leaders and managers include formal and informal training.
• Agency conducts analysis of leadership development program usage and impact.
• Policy and methodology for managing high-potential employees are documented.
• Measures of success are documented and tracked.
• Percentage of women and minorities in career ladders (GS 5-7-9 or similar) is tracked and assessed.
• Analysis of workforce demographics (including SES) helps inform succession plans. Analysis includes data such as average grade/age/length of service, distribution of the workforce (by series, grade, gender, race/national origin, supervisory status), turnover rates, and retirement eligibility.