A Blueprint for Succession in the Public Sector

CSC was given the privilege of creating a Competency-Based and Gender-Fair Succession Policy through the support of the Philippine Commission on Women (PCW) with funding support from the Agencia Española de Cooperacion Internacional para el Desarollo (AECID). The project involved establishing the business case for succession, linking of the process workforce data and analysis as well as other processes and systems within HR.

To operationalize this, participants from the Central Office, Regional Offices and Field Offices were selected to help draft the guideline for a Succession Policy that would serve as the blueprint for the entire bureaucracy. We covered a number of best practices through the Succeeding in Succession Workshop and with the use of the Succession Card Play. We likewise benchmarked several policies and implementation of succession plans both within and outside of the public sector.

A validation of draft guidelines by members of validation panel composed on members from the different key offices of the Civil Service Commission – OLA, CSI, HRPSO, OSM, OFAM, ERPO, CSC NCR, CSC Region IV, CSC PINTIG, and PCW helped finalize the policy, along with the inclusion of Gender Responsive Features through a workshop on Diversity and Inclusiveness. 

To quickly communicate project plans and goals and to manage stakeholder expectations, the CSC drafted a road map for the roll out and implementation of its Succession Planning Process. To generate a shared understanding across involved teams and to relay plans with other and important teams/organizations, the road map reflected a 29-months timeline composed of preparation, pilot and full implementation.

What CSC acquired at the end of this intervention were capacities for delivering the process and support its success, as well as knowledge and mastery of the processes to implement to deliver the outcomes of an effective Succession Plan. Specifically, CSC was able to develop the model or framework that will address the Career Development and Succession Planning needs of the organization and serve as the blueprint for the rest of the bureaucracy. Likewise, CSC was able to establish the capacity in the organization to deliver the Succession Planning service or system that will facilitate the transitions of talents, and developed the capacity to support success of employees involved in developing their own career paths, especially for employees in entry level positions