Workforce Planning – Succession Planning

Planning for the future

As the main agency responsible for the stewardship of British Columbia’s forests and grasslands, the BC Forest service must ensure it has the right people with the right skills in the right place at the right time.

A comprehensive workforce plan includes predicting and preparing for changes in an organizations workforce through the implementation of recruitment and selection procedures, training and development, and retention and succession strategies.

This means recruiting capable people, training them and providing them with a workplace that is safe and fulfilling so they are encouraged to stay. It means developing the skills of individuals who can fill key positions and take on leadership roles when vacancies occur.

Organizational Development Branch works in collaboration with managers to create and deliver a workforce plan that meets these objectives. The workforce plan allows the Forest Service to predict and prepare for the changes in its workforce.

• Workforce Planning in the Ministry of Forests and Range

Succession Planning

Like many other organizations today, the BC Forest Service will experience a significant turnover as the “Baby Boom” generation retires.

Comprehensive succession planning is essential to maintaining the critical corporate memory and skill level as experienced staff retire. Succession planning explores ways to attract and recruit new employees, and to identify career opportunities for existing staff through a range of activities such as job shadowing, mentoring, and training.

Succession planning increases organizational stability and business continuity by making sure there are capable people in place to take on important roles.

To find out what kinds of opportunities are available at the BC Forest Service, check out our Careers in Forestry website.