Workforce and Succession Planning


Workforce and Succession Planning

Thursday, May 22nd, 2014 - 14:20



This newsletter highlights two reports that focus on workforce and succession planning.  Our newest report, "Best Practices for Succession Planning in Federal Government STEMM Positions," provides federal agencies that depend on science, technology, engineering, mathmatics, and medicine (STEMM) employees with steps to best recruit and plan for succession.  In the report, "Seven Steps of Effective Workforce Planning," the author introduces a workforce planning model, which provides a sound framework for understanding the basic elements of workforce planning, and incorporates planning concepts from the Office of Personnel Management.


Best Practices for Succession Planning in Federal Government STEMM Positions

Best Practices for Succession Planning in Federal Government STEMM Positions

Authors: Gina Scott Ligon, JoDee Friedly, and Victoria Kennel

Job growth in the science, technology, engineering, mathematics, and medicine (STEMM) professions is anticipated to increase faster than the supply of students studying in these fields.  The federal government today is a major employer of STEMM graduates and will need more in the years ahead.  Currently, there is no government-wide plan to recruit and train entry-level STEMM employees. Responsibility for recruitment and succession planning is left to each agency.  This report outlines six steps for federal agencies dependent on STEMM employees to take now. The report also discusses how agencies’ STEMM leaders and human capital staffs can work together to ensure that their agencies have the right mix of expertise to meet mission requirements today and in the future.

You can order free copies of this report and/or download this report.


Seven Steps of Effective Workforce Planning

Seven Steps of Effective Workforce Planning

Author: Ann Cotten

Using the Seven-Step Workforce Planning Model as an analytical framework, Dr. Cotten presents two case studies of workforce planning efforts in public sector organizations: the U.S. Department of Transportation and the Maryland State Highway Administration. She describes the challenges, success factors, and lessons learned from these two case studies.

This report walks the reader through the steps involved in workforce planning, including defining the organization's strategic direction; identifying current and future workforce needs; determining gaps; implementing strategies to close these gaps; and monitoring, evaluating, and revising the gap-closing strategies. (2007)

Download this report.



The Business of Government Blogs

What Happens When Our Senior Scientists, Engineers, and Doctors Retire? by John Kamensky
How to Embed Quality into Your Organization's Culture by John Kamensky
The DATA Act and Transparency: 4 Ways that Industry Will Benefit by Dan Chenok


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