NMSU promotes the preparation of employees for future roles. Rather than pre-selection or replacement, we encourage continuous career development within our own employees, strengthening their competencies to be ready for essential roles that meet the institution’s strategic needs and optimal operations. NMSU makes no promises on positions, instead, NMSU anticipates potential changes, retirements, or absences in critical roles, and plans ahead in order to promote our own talent to fill these gaps. With a whole person view of the employee, cross-training opportunities, mentorship, and professional development plans, we will be able to set the stage to proactively create diverse work environments that anticipate future skill gaps and organizational talent needs.
Succession Planning involves six steps as shown above. Note that step six is a review step. Succession plans should be reviewed periodically to identify changing needs and to ensure employees with development plans are reaching their goals.
Operational Succession planning is a data-driven process. The toolkit templates will enable departments to create a defendable, reliable, and action-based plan for all employees. If this is your first time creating a succession plan, we recommend attending the 2-hour Introduction to Succession Planning training before beginning your plan.
Succession planning facilitation is offered free-of-charge by the Center for Learning & Professional Development for those that need a little more guidance and support of the process.
Step Six: Review all steps often
