14 Succession planning

The statements of effective performance, knowledge and skills specifications in the National Occupational Standards can be used to support the movement of employees and volunteers across the organisation and the progression to more senior positions either in the organisation or another external organisation.

By using the criteria to assess individuals’ competence and strengths in particular tasks or roles, it will be easier to assess which individuals have competences to do other jobs at the same or a higher level.

Staff movement can then be based more upon competence than on subjective decisions. This will increase efficiency because it will lead to individuals transferred or promoted (if the organisation has a promotion policy) being selected from a group of people who are already competent in a good number of the core skills needed in their new posts.

Steps to take:

Step 1 Develop a role profile/job description
If there is an existing role profile, check it is up-to-date. If the post is new, or there is no role profile, begin developing one as a basis for the job description (see Checklist 2 in this Section)

Step 2 Assess competence
Using the statements of effective performance and specifications of knowledge and skills in the relevant National Occupational Standards, assess whether individuals are competent in the activities for the role and whether they have the required knowledge and skills.

This might be done across departments if resources are available or, more likely, targeted at individuals eligible for promotion and individuals who are seeking a transfer to another department or job.

Step 3 Compare competences with the new post
Establish the knowledge, skills and performance levels needed for the new post and compare each individual’s competences with them.

If the individual is seeking promotion, they can be put forward to start the formal process if they meet the competence levels required. Alternately, if there are areas in which they don’t reach the required levels of competency, arrange the necessary support, training or work experience to help them develop.

If a lateral transfer is the objective, suggest jobs which require the same or similar activities and levels of performance to those in which the individual has proved competent.

Alternately, if you have a particular vacancy which you are looking to fill, you can compare the competences of a number of individuals until you find one which meets the activities and performance levels needed.

Checklist

  • Do you use National Occupational Standards to assess staff competence?
  • Do you use National Occupational Standards to identify the knowledge, skills and performance levels needed in vacant posts?
  • Do you use National Occupational Standards to link candidates with promotion opportunities and lateral transfers?