1. Organizational Succession Planning
Board Discussion Framework

2. 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 .

3. 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 .

4. 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 .

5. 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 .

6. 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 .