Page Revision: 7/6/2018 10:05:11 AM

Leadership Talent Management & Succession Planning

This wiki page is designed to equip agencies with tools and resources in alignment with OPM’s Annual Leadership Talent Management & Succession Planning (TMSP) process. The process consists of five main stages:  (1) determine future executive resources needs; (2) evaluate current talent state; (3) align talent to agency needs; (4) finalize executive development plans; and (5) implement and update plans.

 To share your organization's tools and resources, please create a wiki account or e-mail the information to SESDevelopment@opm.gov.  


 Please click here to view OPM’s TMSP guidance.

• Scenario Based Workforce Planning-  This guide provides some recommended steps to help with your agency’s workforce planning process. It is organized into the following sections: (1) background and uses for scenario-based workforce planning and (2) how to apply scenario-based workforce planning. A list of additional information about scenario-based workforce planning is also included.

• OPM Workforce Planning Best Practices (2011) – This guide incorporates steps from OPM’s Federal Workforce Planning Model and best practice research in workforce planning.

• U.S. Geological Survey Workforce Planning Toolkit: The Workforce Planning Toolkit is designed to give a consistent approach to the planning process and developing a workforce plan, so that workforce plans at various organizational levels have the same common elements, such as a description of the future workforce needed and strategies to address workforce gaps. Click here to access the Toolkit:  https://www2.usgs.gov/humancapital/sw/workforceplanning/workforcetoolkit.html

Stage 2: Tools and Resources

• Defense Talent Management System (DTMS) - Executive Profile-Quick Reference Guides (All roles)
• Missile Defense Agency (MDA) -TSMP Overview of Executive Assessments
• Nuclear Regulatory Commission- 2016 Executive Career Interest Form

Stage 3:  Tools and Resources

• Department of Defense - Air Force- Sample-Feedback Letter for Executives
• Nuclear Regulatory Commission - Template to Provide Advance Succession Planning Input

Stage 4: Tools and Resources

• OPM’s Framework for the Continuing Development of Federal Senior Executives -This framework extends the information and guidance provided in OPM’s Supervisory and Managerial Frameworks and Guidance and focuses on the capstone level of the Federal leadership journey.  This executive development framework incorporates mandatory training, recommended key leadership behaviors, developmental objectives, and developmental opportunities at each specific stage of an executive’s lifecycle of learning.  OPM’s suite of frameworks are intended to assist senior leaders with effective agency talent management and succession planning efforts, and to assist agency instructional designers and training managers to chart leadership development.  Executives also are encouraged to review the framework to assess their current state of development and create a plan to strengthen specific competencies.  

• Collaborative Leadership Network Guide: This guide was developed by the Partnership for Public Service’s Excellence in Government program participants to encourage continuous learning during and after an executive leadership development program.  The guide was designed for Architect of the Capital and hits on the all of the Executive Core Qualifications (ECQs) competencies.  It includes suggested activities, readings, videos, and exercises for each area and includes guidance the training office administering the program. 

Stage 5: Tools and Resources

• Nuclear Regulatory Commission - 2016 Succession Planning Process
• NRC - Succession Planning Briefing OPM Executive Resources Forum Feb 2016
• NRC - Succession Planning Working Group Overview

• National Oceanic and Atmospheric Administration (NOAA) Workforce Planning and Succession Planning Toolkit- NOAA’s Workforce Management Office (WFMO) designed this toolkit to help our Line and Staff Offices (LO/SOs) address workforce issues and align their workforce requirements directly to the Agency’s strategic and annual operating plans. Taking this comprehensive approach will enables each Office to develop its unique workforce plan around the clearly identified implications of critical capability gaps. This toolkit helps to guide Office decisions about how best to organize and deploy human resources with strong and effective workforce and succession planning that systematically addresses the issues that drive workforce change, and to identify and overcome internal and external barriers to accomplish strategic workforce goals. This toolkit addresses two vital processes: workforce and succession planning.

• Social Security Administration- How to Implement Succession Planning: This course takes a general look at the succession planning process—and explains what it is, why you should engage in it, and how to implement it into your organization. Click here to access the course- https://www.ssa.gov/section218training/basic_course_8.htm#1