Presentation on theme: "Succession Planning and Supply Processes"— Presentation transcript:
1 Succession Planning and Supply Processes St. Louis Public SchoolsJune 12, 2008Office and Human ResourcesOffice of Leadership DevelopmentEducation Officers
2 What is Succession Planning? “Succession planning is accomplished by identifying people with high potential leadership talent and ensuring that they are given work experiences and training to prepare them to assume higher level leadership positions.”
3 Why Succession Planning? The Moral Imperative -- Maintain a strong and efficient DistrictMaintain institutional knowledgeStrengthen the internal organization and viable candidatesEnsure as smooth a transition as possible by developing key components of the succession and supply system
4 Systems vs. Individuals The Succession and Supply System:Allows the District to forecast and prepare for comprehensive leadership needs based on the mission and vision.Establishes systems that make it possible for the District to function efficiently and effectively when a key individual leaves.
5 Key Components of the Tool Data Analysis of the organizational structure of Central Office and/or the SchoolIdentification of key functions of every critical performer in each structureSpecialized leadership determination at each levelSpecialized competencies of critical positions with assessment determinationsGap analysis to determine present and future needsLeader search protocol to determine critical attributesKnowledge transfer exit protocol to maintain efficient operation
7 Type of Data Collection for Supply Projection Who works here now? Number of employees by:DepartmentFunctionLocationSkills/competenciesEtc.What are the attrition patterns?RetirementResignationDeathTransferInterdepartmental promotionProjected work force based on expected attrition without hiring replacementsSample attrition calculation for a population of 250 employees:7 retirements3 resignations4 transfers2 deaths = 16 or 6.4% attritionCalculate past attrition by adding up the number of employees who left the organization and dividing by the total number of employeesdetermining the supply assumes no hiring to replace employees who leave. In the gap analysis, you'll compare this profile with the demand and determine the number of staff needed by title or skill sets/competencies by organization, location, etc.
8 Implementation PlanApril - Presentation of materials to Superintendent and Cabinet for feedbackJune – Presentation to Special Appointed Board for feedback and approvalJuly – Training for Senior Cabinet in the use of the toolSeptember – Follow up meeting with Senior CabinetFY : -Begin process
9 Planning our Future for the Success of Our District Succession Planning …Planning our Future for theSuccess of Our District