Determine the Approach to Capture Critical Knowledge

This step in the process determines the most appropriate methods for addressing knowledge loss in order to ensure that critical knowledge is retained or that the impact of the loss is lessened.

Activity	Tools	Responsibility
Conduct employee interviews and compile a list of potential knowledge loss areas for each employee and position.	Guide to Identifying Knowledge Clusters	Employee Line HR Shared Resources
Assess consequences of losing each knowledge area. Use data from interviews and any organization-specific critical skills inventories.	Analysis Form for Assessing Criticality (77 kb, PDF) Organization-specific critical skills inventories	Employee Supervisor/Manager Line HR Shared Resources
Prioritize areas based on business consequences of loss.		KRA Review Team Supervisor/Manager Line HR Shared Resources
Identify options for retaining knowledge or mitigating knowledge loss.	Knowledge Disposition Worksheet (66 kb, PDF)	KRA Review Team Supervisor/Manager Line HR Shared Resources
Document actions to be taken (update previous plan).	Knowledge Retention Plan (template and example) (70 kb, PDF)	KRA Review Team
Obtain appropriate approvals and concurrence for action plans		KRA Review Team
Implement plan and ensure plan is reflected in performance goals, work management systems, etc.		Supervisor/Manager

Inputs:		Outputs:
•	Positions/Incumbents included in Knowledge Retention Plan	•	Approved Knowledge Retention Plan (including documented critical institutional knowledge, procedures, process improvements, training needs, mentoring opportunities)