A process designed to ensure the continued effective performance of an organization by making provision for the development and replacement of key people over time. Succession planning is generally considered to be a strategy of workforce planning.
A systematic and deliberate plan to ensure leadership continuity in key state government positions and to encourage individual development of state employees. The process should identify potential replacements for key state government positions and provide strategies for developing and/or acquiring individuals to meet future state government needs.
Involving identifying a potential candidate to replace core individual employees either known t be leaving the firm at some point in the future and/or whose sudden departure would pose a risk to the operation of the firm.