0 Contract Specialist Army Contracting Command – Redstone CPCM, CFCM, CCCM, FELLOW Huntsville Chapter President Director, Mohawk Valley Small Business.

Slides:



Advertisements
Similar presentations
North Carolina Community College System Conference October 10, 2006 Succession Planning Dr. Donald W. Cameron, President, GTCC Jackie Greenlee, Director,
Advertisements

Press Esc to end the show INTRODUCTION TO MANAGING THE HUMAN RESOURCE.
Succession Plan.
How to commence the IT Modernization Process?
People In Aid Conference
CUPA-HR Strong – together!
CUPA-HR Strong – together!
Talent Pool Succession Planning What Is It?
Succession and talent management
An Intro to Professionalizing Procurement & Strategic Sourcing
1 The CMO – One Size Fits All? Jake Julia, Ph.D.Brenda Sprite Northwestern UniversityNavigator Management Partners Session Presented at the Inaugural Global.
SUCCESSION PLANNING Grabbing Success(ion) at the Chapter Level Dorothy J Stubblebine, SPHR.
Strategic Leadership: Creating a Learning Organization and an Ethical Organization Chapter Eleven Copyright © 2010 by The McGraw-Hill Companies, Inc. All.
1 Introduction to Workforce Planning and Development in State of Alaska Executive Branch Departments.
Workforce Planning Training for Supervisors Presentation Subtitle/Description Presenter’s Name Date.
Presentation By: Chris Wade, P Eng. Finally … a best practice for selecting an engineering firm.
Leadership in the Baldrige Criteria
Status of Army’s Civilian Human Capital Strategic Plan (HCSP)
Building a Continuous Improvement Culture BackgroundBackground The Client is a global innovator, manufacturer and distributor of Applied Thermal equipment.
Learning and Development Developing leaders and managers
WAGGGS Policy & Guidelines: Adult Training, Learning and Development
Company LOGO Leading, Connecting, Transforming UNC… …Through Its People Human Capital Management.
BASICS OF WORKFORCE PLANNING
MGT-555 PERFORMANCE AND CAREER MANAGEMENT
Competency Models Impact on Talent Management
HRD MANAGER: ROLES AND COMPETENCIES Jayendra Rimal.
1 Council of the Great City Schools October 27, 2012 Succession Planning and Leadership Development.
08/2009 The Benefits of Mentoring. Mentoring Mentoring has evolved in the workplace to be less about bosses grooming their handpicked successors to being.
Change Management Stephen Njuguna
Change Management: The X Factor in a Successful BPO Transformation Gwendolyn Moody Renovo The Transformation Consultants Copyright © 2011 GM Solutions.
Using the NAR Association Models Tool Facilitator Guide NATIONAL ASSOCIATION OF REALTORS ® 1.
Ken Dobell Deputy Minister to the Premier and Cabinet Secretary Renewal: Sustaining Excellence in the BC Public Service.
© 2011 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
International Atomic Energy Agency Achieving human performance excellence in the nuclear industry through leadership, education, and training C. R. Clark.
1. 2 Why is the Core important? To set high expectations –for all students –for educators To attend to the learning needs of students To break through.
Succession Planning Who will replace your leaders? Presented by Jacquelyn Thorp, MSHR/SPHR -CA.
James Aiello PricewaterhouseCoopers Africa Utility Week 06 International Good Practice in Procurement.
1 Session 1: Identifying Retirement Risk and Assessing Future Needs.
Regional Strategy on Human Resources for Health (WHO Western Pacific Region) Presentation by Dr Ezekiel Nukuro Regional Adviser, Human Resources.
Succession Planning Ray Scott, CFPIM, CIRM President, APICS – St. Louis Chapter Ensuring Continued Success for Your Chapter.
Excellence in Executive Leadership UNCLASSIFIED – For Official Use Only (FOUO) APEX 29 Case Study DoD Succession Management September 2009.
Take Charge of Change MASBO Strategic Roadmap Update November 15th, 2013.
Aligning HR & Business Strategy. “The long-held notion that HR would become a truly strategic function is finally being realized.”
Company Confidential 1 Developing Aerospace Suppliers in Mexico Kalim Saiyed October 22, 2009.
Recruiting and Retaining Staff Dr Lee Gruner1. Principles of Recruitment and Retention Aimed at ensuring that the organisation has competent, high performing.
Succession Planning Program Design. Meeting Purpose 2 Introduce the Leadership Academy class to the succession planning process Describe succession planning.
FINANCE - A Workforce Strategy for a High Performance Culture Delivering excellence, Engendering trust, Stimulating Innovation, Exemplifying leadership.
People Priorities Framework
Succession Planning. Deepti Sangra 47 B.Meenakshi 08 Rajalakshmi R 38 Rohita Salvi 45 Ompal Singh Arya 29.
Continual Service Improvement Methods & Techniques.
BUILDING PROFESSIONAL BRIDGES SPANNING THE FUTURE NIGP Chapter Leadership Succession Planning.
Chapter 10 Learning and Development in a Knowledge Setting
Subtitle 2014 Chapter Succession Roadmap. Succession Planning What is it? – A dynamic, ongoing process of systematically identifying, assessing, and developing.
A Professional Development Series from the CDC’s Division of Population Health School Health Branch Professional Development 101: The Basics – Part 1.
 One variant of career Planning is succession planning.  Career planning covers executives at all levels.  Succession planning is done for some senior.
Leadership Guide for Strategic Information Management Leadership Guide for Strategic Information Management for State DOTs NCHRP Project Information.
© 2015 ASPCA ®. All Rights Reserved. Succession Planning & People Development Practical Tools for Managers Cheryl Bucci - Vice President, Human Resources.
Unifying Talent Management. Harnessing the Power of Workforce Intelligence in Talent Planning to Drive Business Performance.
Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit.
1 KM Track Overview & Gaining Value from Knowledge -- Knowledge Management (KM) and the Contracting Professional Breakout Session # 119 Name: Gaining.
MANAGING EMPLOYEE PERFORMANCE Facilitator: Joan Strohauer, CalHR Guest Presenters: Marva Lee, Personnel Officer, CalSTRS Brenna Neuharth, Workforce Planning.
High Potential Leader Program Brevard Public School District Nancy Rehbine Zentis, Ph.D.
Julie Adams, Executive Director
SAMPLE Build a Collaborative Sourcing Process
Implement Flexible Succession Plans to Support Organizational Continuity Design agility into succession plans to increase bench strength and responsiveness.
NHN member organizations
2017 Governance & Leadership Conference March 7, 2017
Succession Planning & Career Path
Organizational Transition Planning
How do we make our chapter better
Presentation transcript:

0 Contract Specialist Army Contracting Command – Redstone CPCM, CFCM, CCCM, FELLOW Huntsville Chapter President Director, Mohawk Valley Small Business Development Center NY SBDC Procurement Assistance Center Leatherstocking Chapter President Session #C02 A Successful Handoff March 13, :45pm–2:30pm

Succession Planning: A Leader’s Roadmap for Identifying & Developing Tomorrow’s Leaders Today

2 Introduction What is Succession Planning Objectives, Benefits, Principles and Caveats Roles & Responsibilities Succession Planning- A Five Step Process –Step 1: Identify key areas and critical positions –Step 2: Identify competencies –Step 3: Identify succession management strategies –Step 4: Document and implement succession plans –Step 5: Evaluate effectiveness Top 10 Techniques to Motivate and Leverage Chapter Volunteers Table of Contents

3 Introduction Today’s chapters must have the right leader in the right role at the right times. They cannot afford to be without leaders who have the required qualifications and competencies to quickly fill a critical or key role when the need arises. This guide is to provide senior leaders, with a roadmap to facilitate succession planning within a chapter. The tools present ideas and practical steps to support the succession planning process, and underscore the urgency and importance of effectively planning for each program year.

4 What is Succession Planning? Succession planning is a strategic approach to ensure that necessary talent and skills will be available when needed, and that essential knowledge and abilities will be maintained when leaders in critical positions leave.

5 Objectives – Why it is Important In the contract management world, managers are aging. In recent years, the number of retirements in this field has begun to increase and this trend is expected to continue for the next several years. Losing the expertise of experienced leaders could significantly reduce efficiency, resulting in mistakes, unexpected quality problems, or significant disruptions in chapter performance.

6 Objectives of Succession Planning To identify and proactively plan for critical volunteer leader positions, by developing a pool of potential successors and encouraging a culture that supports knowledge transfer and volunteer leader development. To implement a framework that identifies the competency requirements of critical positions, assesses potential candidates and develops required competencies through planned learning and development initiatives.

7 Benefits of Succession Planning Understand the Chapter’s current and future strategy -- Aligning strategic goals and chapter resources to enable the “right people in the right place at the right time” to achieve desired business results Ensure that an infrastructure is in place for Chapter success and provide stability in leadership and other critical positions to sustain a high-performing chapter and ensure the uninterrupted delivery of services and programs to its members Prepare for leadership transitions – The establishment of a pipeline of qualified candidates ready to fill critical or key positions

8 Guiding Principles Succession planning must ensure a consistent and equitable approach to competency-based selection and the principle of merit. The following guiding principles apply to succession planning: Supports five fundamental values: Integrity, Respect, Impartiality, Service and Competence. Strikes a balance between the values of fairness, accessibility, transparency, and efficient use of resources for current and future needs. Aligned with the goals of the chapter to develop current and aspiring leaders; Candidates are assessed using methods that are competency-based and free from favoritism; Communication is open and transparent.

9 Succession Planning: Caveats Succession planning at work is different in many respects than succession in chapters Lack of fresh talent can result in stagnation, cliques and ‘groupthink’ Failure of succession planning can subject the chapter to becoming vulnerable to depending on a critical few (subject to burnout), with no fail-safes or reserves to fill inevitable voids

10 Responsibility for Succession Planning The chapter leaders are responsible for guiding the succession planning process in their respective roles to ensure that a Succession Plan for identified positions is developed, communicated and implemented. In some organizations, a Steering Committee has been appointed to oversee the succession planning process. The Chapter Relations Team is available to advise and assist in developing their succession plans.

11 Five Key Succession Planning Steps Step 1: Identify key roles and responsibilities Step 2: Identify competencies Step 3: Identify succession plan tools, templates and strategies Step 4: Implement succession plans Step 5: Recognize, resource and reward volunteerismep

12

13 1. Identify Critical Positions Critical positions are the focus of succession planning efforts. Without these roles, the chapter would be unable to effectively meet its objectives. Chapter projection data or demographic analysis is essential in identifying risk areas. A risk assessment may also be conducted and compared to current and future vacancies to identify critical positions within the chapter. Succession Planning - 5 Step Process

14 A clear understanding of capabilities needed for successful performance in key areas and critical positions is essential for guiding learning and development plans, setting clear performance expectations, and for assessing performance. By completing the process of competency or position profiling within your chapter, current and future volunteers gain an understanding of the key responsibilities of the position including the qualifications and behavioral and technical competencies required to perform them successfully. Succession Planning - 5 Step Process 2. Identify Competencies

15 3. Identify Management Succession Strategies Now that critical positions have been identified and have been profiled for competencies, the next step is to choose from a menu of several strategies, including developing internal talent pools, on-boarding and recruitment to address succession planning. Succession Planning - 5 Step Process

16 4. Document & Implement Successions Plan Once strategies have been identified, the next step is to document the strategies in an action plan. The Succession Planning: Action Plan provides a mechanism for clearly defining timelines and roles and responsibilities. Succession Planning - 5 Step Process

17 5. Evaluate Effectiveness To ensure that the department or agency’s succession planning efforts are successful, it is important to systematically monitor workforce data, evaluate activities and make necessary adjustments Succession Planning - 5 Step Process

18 Top 10 Techniques to Motivate and Leverage Chapter Volunteers 1.Plan 2.Communicate 3.Support 4.Befriend 5.Challenge 6.Empower 7.Trust 8.Edify 9.Reward 10.Outwork

19 Questions

20 Thank You! Dr. Michael Jennings, PhD, CPCM, CFCM, CCCM, Fellow Roxanne K. Mutchler

21

22

23