Human Resources

Frequently Asked Questions - Succession Planning

• What is Succession Planning?
• What is the purpose of Succession Planning? 
• Why is Succession Planning necessary for Miami-Dade County? 
• Which positions are good candidates for Succession Planning? 
• Who can/should participate in the Succession Planning program?
• What are the requirements for being considered as a potential successor?
• What is my responsibility if I choose to participate in the program?
• In what activities will employees participate? 
• What is the duration of my participation in the program? 
• Do I continue my current position while participating as a candidate for succession? 
• Can I self-nominate for more than one position? 
• Am I guaranteed to be given the position for which I am preparing?
• How do I self-nominate for a Succession Planning opportunity? 
• Who can I contact if I have additional questions?
• What if my supervisor does not support my participation in succession planning?
• My department does not have the training budget available for me to further develop competencies. What should I do?

What is Succession Planning?
Succession planning is the use of proactive employee development to transfer knowledge and ensure that our leadership pipeline is constantly filled with a diverse pool of qualified candidates. It is a critical component of workforce planning that focuses on preparing employees to compete for future leadership opportunities.

What is the purpose of Succession Planning?
The purpose of a Succession Plan is to develop a workforce of the future, provide for business continuity, and ensure that institutional knowledge is not lost.
 
Why is Succession Planning necessary for Miami-Dade County?
Miami-Dade County faces significant human resources issues as the workforce ages. Not unlike other county, state and federal jurisdictions, Miami-Dade County must begin to make appropriate plans to attract, develop, and retain a strong and capable workforce to meet the increasing demands for county services. The median age of our current workforce is 44 years and of our 32,000 employees, 18 percent will reach retirement age within five years. Additionally, approximately 33 percent  of our senior managers will reach retirement age in the next five years. This suggests an urgent need for progressive human capital strategies to develop a workforce of the future and ensure significant knowledge is not lost.
 
Which positions are good candidates for Succession Planning?
Succession planning is particularly important for hard-to-attract positions, hard-to-keep positions, and hard-to-fill positions. Initially, it is recommended that departments focus on those positions in which incumbents are expected to soon retire. Ultimately, all supervisory and leadership positions should be part of a succession plan.

Who can/should participate in the Succession Planning program?
The program is inclusive and participation is open to employees interested in upward mobility and who will work to meet the basic eligibility requirements for higher level positions.
 
What are the requirements for being considered as a potential successor?
Employees will be able to self-nominate as potential successors through the County’s e-Jobs web page. Participants will be expected to meet the necessary competencies when the position is ultimately posted for competitive recruitment. Successful candidates should complete their Individual Development Plans so that all competencies are met.
 
What is my responsibility if I choose to participate in the program?
You have primary responsibility for your own development and the fulfillment of your Individual Development Plan.
 
In what activities will employees participate?
Potential successors will participate in a variety of self-directed developmental activities (such as classroom training, web-based learning, on-the-job learning, mentoring, coaching, and field work) to acquire, develop or refine the necessary skills, knowledge and abilities required for the position.
 
What is the duration of my participation in the program?
Typically, Individual Development Plan activities should be targeted for completion within 18 to 24 months; however, the duration of the development stage will vary based on individual needs.
 
Do I continue my current position while participating as a candidate for succession?
Yes. Participating employees continue in their current positions as they prepare to meet the requirements for the position for which they aspire.
 
Can I self-nominate for more than one position?
Many of the organizational competencies are applicable to more than one job; however, participants should realistically limit their participation to one or two succession planning opportunities.
 
Am I guaranteed to be given the position for which I am preparing?
Participation in the program does not guarantee a future position, however, your individual development will result in you becoming a strong competitor for numerous future job openings, as well as make you more effective in the job you have today.
 
How do I self-nominate for a Succession Planning opportunity?

1. Visit the Succession Planning website to obtain the latest information on the program and learn about Succession Planning opportunities;
2. When opportunities become available, visit the County’s to self-nominate for a position; and
3. Complete and submit an Individual Development Plan Form   .

Who can I contact if I have additional questions?
The answers to most questions are available on the Succession Planning Program website. Your Individual Development Plan should be shared, discussed and reviewed by your supervisor. For additional information, please contact the Human Resources Department’s Succession Planning Program at 305-375-2163.
 
What if my supervisor does not support my participation in succession planning?
Your supervisor should know that the County Manager has expressed the need for immediate, effective and inclusive succession planning throughout the County. All departments have been encouraged to accelerate the development of the current workforce to assume future leadership positions.  County management staff members are also aware that they are evaluated, in part, on their efforts to assist in the development of subordinates and their commitment to succession planning.
 
My department does not have the training budget available for me to further develop competencies. What should I do?
You should not have an expectation or sense of entitlement that your department will provide additional funds for you to fulfill your Individual Development Plan, especially during economically difficult times. Although departments are encouraged to place employee development and training as a high priority when making budget decisions, it may be surpassed by other budget priorities.

The Human Resources Department will make available a resource list that includes "low cost" or "no cost" opportunities to bridge competency gaps, such as books and journal articles available through the Miami-Dade Public Library System.

Because your career development is ultimately your responsibility, and because you will personally benefit from an increase in your education and training, you may also wish to follow the path of many of your fellow employees who pursue employee development opportunities outside of work using their own personal funds.

Note: See also FAQs on Internships and Apprenticeships.
 

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