Specifications include, but are not limited to: B.1. Gap Analysis B.1.a. Identify Key Positions. The Consultant shall determine key positions which should be targeted for a formal succession plan. Consultant shall make recommendations on the positions that are considered key (mission-critical) based on the specialized or unique expertise (skill set) that is difficult to replace or where vital functions would stop or be hindered if the position were left vacant. Consultant shall also analyze critical positions in occupational groups that are in danger of knowledge drain due to retirement or high turnover. ERS Human Resources will provide the Consultant with documentation pertaining to key positions, such as job descriptions, organizational charts, etc. B.1.b. Identify Talent Pools B.1.b.1. Internal Talent. The Consultant shall examine the current workforce to identify employees who either currently demonstrate the required competencies, or have high development potential. Examination may be performed via performance evaluations, interviews with potential internal candidates, interviews with candidates supervisors, etc. x The Consultant shall assess competency and skill level of current workforce and conduct any necessary interviews in the most cost effective manner, such as by telephone, teleconference, email, etc. x ERS Human Resources will provide Consultant with job descriptions, applications for employment, and performance evaluations and arrange meetings with ERS staff and management during this analysis. B.1.b.2. External Talent. In instances where the internal talent pool is determined to be insufficient, the Consultant shall identify sources of external talent appropriate to each position and make recommendations that will assist ERS in recruiting for the key positions in the succession program.
