Organizational Succession Planning

Slides:



Advertisements
Similar presentations
. . . a step-by-step guide to world-class internal auditing
Advertisements

Organizational Succession Planning Board Discussion Framework.
Succession and talent management
STRENGTHENING COMMUNITIES INITIATIVE NORTHLAND FOUNDATION DECEMBER 9, 2010 Succession Planning.
Leadership Development and Succession Planning
Change is a Process Organizational Stages Individual Stages (ADKAR) Business Need Concept and Design Implementation Post-Implementation Awareness Desire.
SUCCESSION PLANNING OVERVIEW
Strategic Staffing Chapter 1
Charting a course PROCESS.
Strategy for Excellence Leadership Development & Succession Planning Carl L. Harshman & Associates.
© 2003 IBM Corporation July 2004 Technology planning for not-for-profit organizations IBM volunteer name Title, organization.
Do it pro bono. Competitor/Collaborator Analysis Service Grant The Strategy Management Practice is presented by Wells Fargo. The design of the Competitor/Collaborator.
Succession Planning Who will replace your leaders? Presented by Jacquelyn Thorp, MSHR/SPHR -CA.
Do it pro bono. Strategic Scorecard Service Grant The Strategy Management Practice is presented by Wells Fargo. The design of the Strategic Scorecard Service.
Copyright © 2005 Pearson Education Canada Inc. Concepts ﴀﴀﴀﴀ in Strategic Management, Canadian Edition Wheelen, Hunger, Wicks 9-1 Chapter 9 Strategy Implementation:
IAEA International Atomic Energy Agency Reviewing Management System and the Interface with Nuclear Security (IRRS Modules 4 and 12) BASIC IRRS TRAINING.
Simplified Strategic Planning Taking Control, Involving Employees & Linking Systems Joseph Raible Senior Consultant 1The Millennium Group International,
Succession Planning Ray Scott, CFPIM, CIRM President, APICS – St. Louis Chapter Ensuring Continued Success for Your Chapter.
September 17, 2015 Strategic Preparation …Ready Your Business For 2016.
Long-Term Planning Process Draft for Discussion Purposes.
Presented By: Rosemary Madnick
Paramjit Sharma building a balanced scorecard. Paramjit Sharma Imagine an excellent scorecard built by a staff executive or middle management without.
Talent Management and Succession Planning is a strategic business priority and Human Resource is the Strategic Partner.
 One variant of career Planning is succession planning.  Career planning covers executives at all levels.  Succession planning is done for some senior.
In the Framework of: Financed by: Developed by: Business Planning for Water Associations Prepared by Water Supply and Sewerage Association of Albania SHUKALB.
Chapter 5 5 Planning C H A P T E R. Outcomes Differentiate between strategic planning and master planning. Understand the strategic and master planning.
© 2015 ASPCA ®. All Rights Reserved. Succession Planning & People Development Practical Tools for Managers Cheryl Bucci - Vice President, Human Resources.
CAREER AND SUCCESSION PLANNING 7. 7 OBJECTIVES Understand Career Anchors and Importance of Career Planning Programmes Understand the Succession Planning.
High Potential Leader Program Brevard Public School District Nancy Rehbine Zentis, Ph.D.
Leadership & Management Discussion for Lesson 5: Developing Leadership Vision.
The benefits of skills-based hiring
Strategic planning A Tool to Promote Organizational Effectiveness
Managing your Science Centre Your Most Precious Asset; People!
Modern Systems Analysis and Design Third Edition
Nicole Cummings Human Resources Manager Cakebread Cellars
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Succession Planning: Concept and Practice in Nepalese context
MGMT 452 Corporate Social Responsibility
Systems Analysis and Design in a Changing World, 4th Edition
Modern Systems Analysis and Design Third Edition
Planning for Information System
Setting the Foundation for Public Health: Local Health Departments’ Vision for the System in Kansas September 20, 2016 View from Kansas Health Institute.
Chapter 8: Foundations of Planning
DIY: Managing an Executive Transition
2017 Governance & Leadership Conference March 7, 2017
Succession Planning Overview
Succession Planning & Career Path
Chapter 5 Human Resource Planning and Job Analysis
MGT 201: Principles of Management
Individual Development Plan
Project Audit and Closure
Foundations of Planning
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
By Jeff Burklo, Director
Chapter 5 Effective Job Analysis
Performance Management
What Is Planning? Planning - a primary managerial activity that involves: Defining the organization’s goals Establishing an overall strategy for achieving.
Chapter 5 Human Resource Planning and Job Analysis
CLUB OFFICERS TRAINING
Building and Sustaining Total Quality Organizations
Modern Systems Analysis and Design Third Edition
SUCCESSION PLANNING: WHO WILL LEAD?
CLUB OFFICERS TRAINING
A Focus on Strategic vs. Tactical Action for Boards
Modern Systems Analysis and Design Third Edition
Human Resource Planning
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Module 3 Part 2 Developing and Implementing a QI Plan: Planning and Execution Adapted from: The Health Resources and Services Administration (HRSA) Quality.
Project Audit and Closure
Presentation transcript:

Organizational Succession Planning Board Discussion Framework

Succession Planning Program 2007 Objectives Meeting Objectives: Prepare for critical short-term and long-term senior staffing needs at the organization Establish an executive succession planning process for the organization that will address the CEO, and key senior executive positions Consider the roles of the Board and senior management in the process Discuss how the succession planning process might work Discuss Board committee expectations for succession planning at lower levels in the organization .

Succession Planning Program 2007 Elements A statement of the program objectives, linked to the present and future strategic needs of the organization A list of positions and/or persons covered in the program A systematic process for succession planning program management, including accountability for program management A detailed description of the desired qualifications and requirements (competencies) needed for each included position Ready and forward replacement plans for each position Individual assessment and development plans for each executive Development in current position Future potential Action planning for future positions Retention planning (may also include forward replacements at lower than SVP levels) Integration with the performance management program .

Succession Planning Program 2007 Developing a succession plan for the CEO position requires a process that involves both internal and external stakeholders. A possible approach includes the following following steps Establish a project working group drawn from critical stakeholders; develop a time line and assign project accountabilities Identify and interview key stakeholders, including Board members, the CEO, other key internal executives, thought leaders, industry experts, etc.) Develop an interview protocol that focuses on the role of the CEO and the critical success factors for the position relative to the strategic objectives and mission of the organization Present findings to the project working group which will develop draft position requirements Present draft position requirements for discussion and review to the Board committee Create a process for identifying internal candidates and external sources Develop a plan for interim succession if circumstances require CEO Succession Planning Approach For Discussion .

Succession Planning Program 2006 Key Executive Staff Succession Planning Approach For Discussion The following steps outline how it might be done. Establish the roles of the Board committee, CEO and executive staff Establish a project working group of the organization executives, as well as a process, a time line, and accountability for project management Identify and interview key stakeholders for information about each position, including the CEO, position incumbents, and others (such as Board members, peers, subordinates, external customers.) Develop an interview protocol that focuses on the role of the position and key success factors relative to the strategic needs of the organization and critical success factors Present findings and draft position requirements to the project working group Refine the position requirements Establish a process for identifying and assessing ready and forward replacements for each position. Create assessment and development plans for each position Develop individual assessment and development plans for each ready and forward replacement Develop a system to manage the process Develop a process for reporting to the Board committee on the system and its progress .

Succession Planning Program 2006 Why do Succession Planning Programs Fail? Lack of a formal management succession planning process in place Lack of commitment from top management and/or the Board Lack of resources for mentoring, development, and training Over design – too many forms and time demands Lack of integration with other processes .