1. Succession Planning

2. What is Succession Planning?
All organisations need to cover the Replacement of Key Staff.
There are two methods of succession planning.
Internal
External
The best practice in succession management is to be developmentally oriented rather than replacement oriented

3. 5 Steps for Succession Planning
In January each year
Identify critical positions
What are the risks if a person leaves?
Look at all levels of employees – management / administration etc

4. 5 Steps for Succession Planning
Identify what competencies are required for that position
Document a Role Description
Document clear guidelines to performance expectations.

5. 5 Steps for Succession Planning
Look internally
Determine a strategy to bring staff to the level required
Advertise externally

6. 5 Steps for Succession Planning
Document Action Plan
Include strategies to fulfil the task
Clearly define timelines and roles and responsibilities. 
Do you need to Restructure   

7. Action Plan Internal How do we build capacity? What is required
What tools do we employ
Target Date
Progress
Communication
Retention of staff

8. Action Plan External Recruit for tomorrow How do we build capacity?
What is required
What tools do we employ
Target Date
Progress
Communication
Retention of staff

9. 5 Steps for Succession Planning
In July each year review the Succession Planning Action Plan
Monitor workforce data
Adjust to suit.

10. Preparing for Succession
Development by job assignments or work experience
Job assignments that properly prepare
Techniques including mentoring, coaching, job rotation, traditional educational programs and web based educational activities.
Feedback on progress and follow up.
Development of more than one for each job.
Job rotation will expose employees to various responsibilities within the organisation.