1. You Can’t Do Succession Planning in the Public Sector …Or Can You?
City of Charlotte
Teresa Curlin
Human Resources Business Unit

2. Effective Succession Planning is not . . .
Identifying a specific employee for a specific job at a future point in time
11/19/2017

3. Effective Succession Planning is . . .
Identifying key player gaps through workforce planning
Giving employees at all levels opportunities to develop their skills
Embedding development opportunities in everyday work processes
Embedding knowledge sharing into work processes
Developing many employees for more challenging positions; not just one
11/19/2017

4. Effective Succession Planning is . . .
Identifying key player gaps through workforce planning
Giving employees at all levels opportunities to develop their skills
Embedding development opportunities in everyday work processes
Embedding knowledge sharing into work processes
Developing many employees for more challenging positions; not just one
11/19/2017

5. Workforce Planning is . . .
Planning to have the right employees, with the right skills, in the right jobs, at the right time. 
A market analysis of the supply and demand of employees and skills, then crafting strategies for success when the supply does not equal your demand. 
Translating strategic thinking into concrete actions to ensure adequate staffing levels and skills.
In other words, systematically identifying your gaps so you can fill them.
11/19/2017

6. Effective Succession Planning is . . .
Identifying key player gaps through workforce planning
Giving employees at all levels opportunities to develop their skills
Embedding development opportunities in everyday work processes
Embedding knowledge sharing into work processes
Developing many employees for more challenging positions; not just one
11/19/2017

7. Leadership Training
11/19/2017

8. Dimensions in Leadership
Current research indicates 70% of leadership development is gained through experience
Dimensions in Leadership is a non-traditional leadership program for people demonstrating high potential for leadership.
It’s a unique opportunity for employees who assume responsibility for their own development and demonstrate the commitment to learn and grow.
11/19/2017

9. Dimensions in Leadership
Participants selected for the Dimensions program:
Assess their skills in the City’s key leadership competencies with the assistance of their Key Business Executive.
Use the assessment information to custom design an Individual Development Plan to develop skills in targeted areas. Plans are supported by training, coaching, job assignments or other developmental activities.
Are assigned a learning coach to help them learn to leverage their developmental experiences for maximum growth.
11/19/2017

10. The Development Formula
The formula:
10% Knowledge (classes/book learning)
+ 20% Learning from others (mentors)
+ 70% Experience (do it)
= 100% (A shiny new competency!)
11/19/2017

11. Leadership Competency
Looks to the Future
Communicates a Vision
Thinks Strategically
Manages Change
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12. Leadership Competency
Develops People
Develops Employees
Motivates Others
Provides Feedback
Hires and Utilizes the Talents of a Diverse Workforce
11/19/2017

13. Leadership Competency
Builds Community
Builds Partnerships – Internally and Externally
Builds Collaboration – Internally and Externally
11/19/2017

14. Leadership Competency
Manages the Business
Understands the Political Environment
Sets Priorities
Thinks and Acts Competitively
Focuses on the Customer
Is Resourceful
Solves Problems Creatively
Makes Good Decisions
11/19/2017

15. Leadership Competency
Manages Self
Models Ethics and Values
Has Self Knowledge
11/19/2017

16. Effective Succession Planning is . . .
Identifying key player gaps through workforce planning
Giving employees at all levels opportunities to develop their skills
Embedding development opportunities in everyday work processes
Embedding knowledge sharing into work processes
Developing many employees for more challenging positions; not just one
11/19/2017

17. Succession Planning is . . . Everyday Opportunities
Embed development opportunities into the operations and the culture
If the organization is fluid, a team member from one area can help out in another area with a time/project crunch
The upside of doing more with less
All areas need help
Where resources are lacking, the lifelong learners will rise to the top and find a way
Examples:
Knowledge Nuggets
11/19/2017

18. Effective Succession Planning is . . .
Identifying key player gaps through workforce planning
Giving employees at all levels opportunities to develop their skills
Embedding development opportunities in everyday work processes
Embedding knowledge sharing into work processes
Developing many employees for more challenging positions; not just one
11/19/2017

19. Succession Planning includes . . . Knowledge Management
Making knowledge accessible to all
Setting expectations knowledge will be shared
Celebrating those who share and receive knowledge
Putting knowledge sharing in work processes
11/19/2017

20. HR-pedia - Overview
11/19/2017

21. HR-pedia - Detail
11/19/2017

22. Effective Succession Planning is . . .
Identifying key player gaps through workforce planning
Giving employees at all levels opportunities to develop their skills
Embedding development opportunities in everyday work processes
Embedding knowledge sharing into work processes
Developing many employees for more challenging positions; not just one
11/19/2017

23. Succession Planning is . . . Many, Not Just One
Risky to pick one employee to develop for an identified position
This employee may leave the organization, or may not want the position
Use mix of methods to prepare many employees to be the next crew chief, deputy director or assistant city manager
11/19/2017

24. What’s the Culture?
Empowerment - employees are in charge of their own careers; not employers
Set the bar – identify position responsibilities and the skills / competencies needed to be successful
11/19/2017

25. Questions?

26. Resources: www.charmeck.org
Teresa Curlin
City of Charlotte
Human Resources Key Business