Report 2015-608 Recommendation 7 Responses

Report 2015-608: High Risk: State Departments Need to Improve Their Workforce and Succession Planning Efforts to Mitigate the Risks of Increasing Retirements (Release Date: May 2015)

Recommendation #7 To: Human Resources, California Department of

To more adequately promote succession planning, CalHR should develop additional resources for departments to follow in developing succession plans by December 2015 and post the information on its website.

1-Year Agency Response

CalHR fully implemented this recommendation on schedule.

As explained in our six month progress report, CalHR revised its statewide workforce and succession planning model, specifically calling out the three separate but integrated succession planning parts. The updated model, with new succession planning tools and resources, was posted on the CalHR website in December 2015. On January 22, 2016, CalHR marketed its new statewide workforce and succession planning model to the workforce planning and training community through our email list-serves. A copy of the email messages will be sent under separate cover as Appendix B. CalHR further marketed the new model and associated tools at the Quarterly Workforce Planning Forum on April 5, 2016. The minutes from the quarterly forum will be sent under separate cover as Appendix C. Finally, during the director interviews, departments were notified that CalHR was updating its workforce and succession planning tools and resources.

  • Completion Date: December 2015
  • Response Date: May 2016

California State Auditor's Assessment of 1-Year Status: Fully Implemented


6-Month Agency Response

CalHR remains on schedule to implement this recommendation by December 2015.

The newly updated statewide workforce and succession planning model is currently in the final review process with the CSI Governance Operations Committee. One of the most notable changes to the model is that succession planning is called out as a separate but integrated step in the workforce planning process. The updated model will be sent under separate cover as Appendix F. By specifically calling out succession planning as a standalone three step process, departments will more easily find and use succession planning tools and resources on the CalHR website.

Along with the new standalone succession planning three step model, CalHR has worked with the CSI project team to create additional supporting succession planning tools and resources. As explained in the response to recommendation number one, CalHR and CSI resources are continuing to evaluate all workforce and succession planning tools. CalHR will update and/or create new workforce and succession planning tools as necessary, based upon the finding of the CSI evaluation of all our materials.

  • Estimated Completion Date: December 2015
  • Response Date: November 2015

California State Auditor's Assessment of 6-Month Status: Pending


60-Day Agency Response

CalHR is on schedule to implement this recommendation by December 2015.

The new statewide succession planning model and associated guidance is currently in draft and has been circulated to department and CalHR subject matter experts for final edits. In addition, CalHR hosted a session on succession planning at the CalHR conference held on June 9, 2015. Over 160 conference participants attended the succession planning session to hear from a panel of experts and to learn about CalHR's new succession planning model.

  • Estimated Completion Date: December 2015
  • Response Date: July 2015

California State Auditor's Assessment of 60-Day Status: Pending


All Recommendations in 2015-608

Agency responses received are posted verbatim.


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