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Succession Planning

Succession Planning . Classified growth and development Personnel commission. Succession Planning. Objectives of Succession Planning. Identify key positions most critical for the future of the organization. Identify key talent within the organization. Prepare and develop these individuals.

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Succession Planning

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  1. Succession Planning Classified growth and development Personnel commission

  2. Succession Planning • Objectives of Succession Planning • Identify key positions most critical for the future of the organization • Identify key talent within the organization • Prepare and develop these individuals

  3. 29% of the entire United States’ working population are Baby Boomers and 56% of those are managers.  Inc. magazine (Jenkins, 2017)

  4. the first wave of Baby Boomers to hit the retirement age of 65 happened in 2011. The last wave of them to hit age 65 will be in 2029.  CNN article (“American Generations Fast Facts”, 2017)

  5. Succession Planning What is Succession Planning?

  6. Succession Planning Definition: “…the process of identifying one or more successors for key positions and preparing them for expanded organizational responsibilities through job assignments and other developmental activities” Developing Leadership Talent A Guide to Succession Planning and Leadership Development, SHRM

  7. Succession Planning • Developing key talent for future leadership roles, which will assist in the continuity and stability of the organization • Guarding institutional leadership knowledge to preserve relationships, competencies, partnerships and the future viability of the organization

  8. Succession Planning FOCUS • Critical Workforce Talent • Some level of Leadership/Management • Essential Technical Professionals • Top Performers

  9. Succession Planning • Succession Planning Focuses on the positions most critical for the future of the Organization • It is NOT Replacement Planning • It is a Continuous Process

  10. Succession Planning - Definitions

  11. The Five-Step Process – Step 1

  12. The Five-Step Process – Step 1 A key position is generally defined as a position that is critical to the viability and continuity of an organization, regardless of the incumbent occupying the position

  13. The Five-Step Process – Step 1

  14. Tools for identifying Key Positions – Step 1

  15. Tools for identifying Key Positions – Step 1 Classified Performance Framework

  16. The Five-Step Process – Step 1

  17. Tools for identifying Key Positions

  18. Succession Planning

  19. The Five-Step Process – Step 2

  20. The Five-Step Process – Step 2 • Assess potential future leaders through a transparent and competitive process • Assess interest level from the potential pool of participants • Assess competencies and ability • Assess level of performance in current position

  21. The Five-Step Process – Step 2 • Assess interest level from the potential pool of participants

  22. The Five-Step Process – Step 2 • Assess competencies and ability

  23. The Five-Step Process – Step 2 • Assess level of performance in current position

  24. The Five Step Process – Step 2

  25. The Five-Step Process – Step 3

  26. The Five-Step Process – Step 3 To set up the succession planning program for success, it is imperative that the expectations and criteria for the program are transparent to all involved, especially potential participants

  27. The Five-Step Process – Step 3

  28. The Five-Step Process – Step 3

  29. The Five-Step Process – Step 3

  30. The Five-Step Process – Step 3

  31. The Five-Step Process – Step 3

  32. The Five Step Process – Step 3

  33. The Five-Step Process

  34. The Five-Step Process – Step 4 The most important step in the succession planning process because this is where knowledge management and participant learning occurs. This step is also important because it helps in the engagement and possible retention of employees as well as safeguarding key institutional knowledge.

  35. The Five-Step Process – Step 4

  36. The Five-Step Process – Step 4

  37. The Five-Step Process – Step 4

  38. The Five-Step Process – Step 4

  39. The Five-Step Process – Step 4

  40. The Five-Step Process – Step 4

  41. On-the-Job (OJT) The Five-Step Process – Step 4

  42. The Five-Step Process – Step 4

  43. The Five-Step Process – Step 4

  44. The Five-Step Process – Step 4

  45. The Five-Step Process

  46. The Five-Step Process – Step 5

  47. The Five-Step Process – Step 5

  48. The Five-Step Process – Step 5

  49. The Five-Step Process – Step 5

  50. The Five-Step Process – Step 5

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