People Strategy


Succession planning

Succession planning

We know from our workforce planning data what knowledge, skills and experience we are likely to lose soon. This valuable data allows us to prepare for the future and develop our people for new roles and responsibilities in the longer term.

For example, by using a fairly reliable retirement prediction we can estimate the likely loss of Flexi-Officer specialist skills and put measures in place to develop people into these roles.


We can use a similar model to predict which roles are likely to leave the Service and when they are likely to leave. This informs decisions such as when to run a development centre and where/when we could look to take on new Apprentices.


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