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Updated on 10 December 2025
 8:36 PM

CIG Succession Planning –

Talent Development Process

Welcome to the CIG Succession Planning- Talent Development Process. Here you will be able to explore the CIG Succession Planning – Talent Development Process. It’s designed to support succession pools, their line managers, leaders, and other civil servants understand the journey, stay on track, and access the right development resources at the right time. 

Here, you can explore the full suite of development support available — including templates, assessments, timelines, and short learning resources — all designed to accelerate growth and build strong, future-ready leadership capability across the Civil Service. 

Succession Pools will be able to move confidently through each step with clear guidance, quarterly check-ins, and ongoing support from your leadership team. You can also get connected with your coaches and much more, ensuring you have the support you need at every stage. 

🔎 Explore & Get Started 

  • Review the Talent Development Process Flow — click through each step to understand what’s required 

  • Download and complete the Talent Card and Development Plan templates 

  • Access the Development Strategy Toolbox for practical activities and guidance 

  • Visit FAQs for answers to common questions 

Welcome & Endorsements

Deputy Governor Hon. Franz Manderson
Hon. Franz Manderson
Deputy Governor and Head of the Civil Service

Strong succession planning is essential to the future of our Civil Service. As the Chairman of the Steering Committee, I saw firsthand the thoughtful and diligent work that shaped the Talent Development Process underpinning Succession Planning.

Our teams combined deep Civil Service expertise with strategic partnerships to ensure the approach is designed to meet our needs within the Cayman Islands Civil Service, whilst meeting or exceeding global best practice.

All tools, including our Talent Profiles, Skills Audits, and Development Plans, were designed to meet candidates where they are, build on their strengths, and accelerate their readiness for key roles. I fully support this process and expect leaders, successors, their line managers, and all those directly involved to use these tools as you undertake succession planning.

This dedicated page brings everything together, offering clear, practical guidance to grow our people and prepare the next generation of Caymanian leaders. Let’s commit to using these resources intentionally and building a Civil Service where talent is recognized, nurtured, and prepared to lead

Effective succession planning requires more than good intentions; it requires clear processes, practical tools, and a shared commitment to developing Caymanian talent.

What I value most about this Talent Development Process is its thoughtful design: a rigorous approach to identifying potential, paired with flexible development pathways that meet candidates where they are. This webpage brings that design to life. It provides templates, convenient links, guides, support systems, and other learning resources, all designed to help leaders and successors to confidently build customised growth plans.

This is a pivotal step forward for the Civil Service, one that empowers us to proactively develop a confident, capable pipeline of Caymanian leaders. I highly recommend these resources which are designed to help secure a strong future for our public service.

POCS Chief Officer Gloria McField-Nixon
Gloria McField-Nixon
Chief Officer, Portfolio of the Civil Service

Overview of the Process

The CIG Succession Planning – Targeted Development Process provides a clear pathway to prepare high-potential Caymanian candidates for key roles. It begins with a thorough assessment of each successor, followed by a personalised development plan and targeted support through coaching, mentorship, and on-the-job experiences. Regular check-ins and an annual readiness review ensure steady progress and accountability. This streamlined, structured process strengthens our leadership pipeline and builds readiness with purpose. 

Explore the Process: 

  • Click below to view each step in detail 

Succession planning process workflow

🔎 Step 1: Success Profile - Talent Card

Talent card
Hon. Franz Manderson
Deputy Governor and Head of the Civil Service
What is this?
A concise profile of employees skills, performance and experiences.
 Who should complete?
 Candidate supported by Line Manager
 
 When?
 This is completed after candidate selection panel in the succession pool 2 Weeks after Successors Onboarding
 

🔎 Step 2: Development Assessment

What is this?
This added level of assessment will support the successful candidates in deepening their awareness through a 360-degree assessment and the Cliftonstrengths assessment. Candidates will have a holistic perspective on their behaviours in key competencies which will help them to prioritize their development goals.

 

Who should complete?

Candidates + selected responders

 

When?
Within six (6) weeks of entering the succession pool.
 
Who will provide access?
Candidates will be provided with the required links for these assessment.
 
Who will manage?
This will be managed centrally
 
Clifton Strengths
Gloria McField-Nixon
Chief Officer, Portfolio of the Civil Service

🔎 Step 3a: Development Plan

IIndividual development plan
Hon. Franz Manderson
Deputy Governor and Head of the Civil Service
What is this?
This development plan outlines the targeted strategies and interventions designed to close identified gaps and accelerate the candidate’s readiness for key roles. It serves as a critical tool for mapping the candidate’s path to readiness, establishing milestone goals, and ensuring continuous progress through a strong feedback loop.
 
Who should complete?
Candidate in partnership with candidates line manager (Coach Consultation will be made available)

 

When?
Within eight (8) weeks of entering the succession pool.

 

What should be included & Resources to use?
  • Candidates details
  •  All Assessments including 360
  •  Skills Audit Assessment & SHL Report

🔎 Step 3b: Development Strategy Toolbox

What is this?
This strategies toolbox outlines possible interventions to be selected to hone key competencies. It’s a practical strategy guide built on the principle that leadership development is heavily built through experiences. This toolbox will showcase Core Leadership Competencies and the Civil Service College suite of programmes and a variety of development options that could be leveraged to support the candidates development. 

 

Graphic development strategies toolbox
Gloria McField-Nixon
Chief Officer, Portfolio of the Civil Service

🔎 Step 4: Development Plan Sign-Off

Development plan sign-off
Hon. Franz Manderson
Deputy Governor and Head of the Civil Service
What is this?
Before implementation, all candidate development plans must be vetted and  approved by the Ministry’s designated Succession Panel or the Centrally Managed Succession Panel. This ensures the plans are aligned, achievable, and support strategic talent development goals.

 

Who are required to sign?
  • Succession Pool Candidate
  • Line Manager
  • Ministry Succession Panel/Centrally Managed Panel
When should this be done?
One (1) week post submission

 

🔎 Step 5: Development Plan Implementation

What is this?
All signed off development plans should be executed as planned with milestone achievements clearly mapped and assessed. Accountability steps include quarterly reviews,  which will be included in the Performance Management cycle. Discussions will also be led at the Ministry Succession Panel and the Succession Planning Steering Committee levels.

 

Who is responsible for implementation?
Candidates, their line managers and CHROs (where applicable)

 

How will the implementation be tracked?
The candidates line manager will integrate development plan into performance agreement, provide coaching and feedback, document feedback and progress in check-ins.
 
CHROs will ensure implementation of plans and monitor development plans and update succession panels   (where applicable).
 
What if the development plan is not executed as per signoff?
This information will be shared with the Succession Panels who will advise on next steps.
progress update
Gloria McField-Nixon
Chief Officer, Portfolio of the Civil Service

🔎 Step 6: Succession Plan Progress Discussion

Succession plan success graphic
Hon. Franz Manderson
Deputy Governor and Head of the Civil Service
What is this?
This accountability step helps the organization assess key role coverage, candidate readiness, and potential talent risks, enabling informed decisions to strengthen leadership continuity.

 

Who is involved?
Succession Panels & Steering Committee

 

How frequently will this be done?
Quarterly

🔎 Step 7: Readiness Assessment

What is this?
This is a step to see how ready the candidates are to assume the role they are groomed for and will inform workforce planning. It will consider, 360 Assessments, Performance Reviews and execution of development plans and evidence to indicate the desired competencies are now developed.

 

Who is involved?
Succession Panels & Steering Committee

 

How frequently will this be done?
Annually
readiness assessment
Gloria McField-Nixon
Chief Officer, Portfolio of the Civil Service

Resources

Access to the information below require logging in to the Civil Service College Portal or LinkedIn Learning.

Regulations, FAQs and Coaching

LinkedIn Learning 

Use these resources as you finalise your development plans:

CSC Courses