Workforce planning into multi-year process to enhance succession pipeline

Ensuring that CGS has a framework in place that facilitates the early identification of positions that may be vacated, then triggering succession and backfilling activity, is the main focus of this deliverable.

Some of the features that this could include are:

• Process and report to supervisor and the next level of supervisor of potential vacancies due to factors like internal opportunities or potential retirees
• Process for candidate pool, starting from the immediate backfill of the vacated position, all the way to the final backfill replacement

This is a project that will be designed BY EMPLOYEES, FOR EMPLOYEES. Do you have some ideas around what this deliverable focuses on? If so, we want to hear from you. Email us at hcmpproject@greatersudbury.ca.