1. TRIBAL TRANSFER David Barr, CMP Services Marcie Stowell, EBRC

2. Tribe: an indigenous group that shares a common language, common beliefs, and sees themselves as sharing a common heritage

3. Tribal Transfer: a systematic approach of transferring workplace knowledge and skills from veterans to emergents

4. THE DATA

5. The population is expected to become much older. By 2030, more than 20 percent of U.S. residents are projected to be aged 65 and over, compared with 13 percent in 2010 and 9.8 percent in 1970. An Aging Nation: The Older Population in the United States, www.census.gov, May 2014

7. Between 2012 and 2030, the proportion aged 65 and over is projected to increase in all developed countries… Although the United States is relatively young compared with many other developed countries, it has the largest number of people aged 65 and over among the developed countries, with over 43 million older people in 2012. An Aging Nation: The Older Population in the United States, www.census.gov, May 2014

8. The ratio of the older population to the working ages has increased steadily over the last several decades, from 11 in 1940 to 21 in 2010. The old-age dependency ratio sees a rapid increase between 2010 and 2030, from 21 to 35, as the baby boomers move into the 65 years and over category. An Aging Nation: The Older Population in the United States, www.census.gov, May 2014

9. Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008

16. Vacancies in senior or key positions are occurring in numerous organizations simultaneously and demographics indicate there are statistically fewer people available to fill them Baby boomer retirements are on the rise just at the time when the economy is growing and increasing the demand for senior management expertise There is no emerging group of potential employees on the horizon as in past generations (i.e. baby boomers, women entering the workforce, large waves of immigration) Many organizations eliminated middle manager positions during restructuring in the 1980s and 90s and no longer have this group as a source to fill senior level vacancies "Succession Planning and Management", Teresa Howe

17. Michigan’s workforce continues to get older. In just over a decade, the proportion of workers age 55 and older grew from one in eight to nearly one in five.

18. According to a 2012 survey by the American Association of Community Colleges (AACC), 42 percent of community college leaders plan to retire by 2017. The AACC identifies three specific challenges regarding leadership that community colleges must address in the coming years: 1.The pool of current leaders is graying and approaching retirement. 2.The pool of potential presidents is shrinking. 3.The continuous rotation and recomposition of governing boards means that at any given time a significant number of board members are relatively new to their responsibilities.

19. http://www.lansingstatejournal.com/story/news/local/capitol/2015/03/09/state-workforce-aging/24524155/ Lansing State Journal article, March 2015 In October, the Michigan Civil Service Commission threw a job fair… The big selling point? Numerous job openings in everything from public safety to health care because more than 11,000 state workers would retire within two years. About 30 percent of the current state workforce will be eligible for retirement by 2019, the Civil Service Commission said. About 16 percent of the workforce is eligible to retire this year. Nearly a quarter of the state workforce is 55 or older, compared to about 16 percent a decade ago. How does this impact you?

20. Tribal Transfer Outline Management Working Together Workforce Working Together Individuals Working Together Working Alone Benefits of good succession planning

21. MANAGEMENT WORKING TOGETHER Please gather in groups and write out the components required in a successful succession plan

22. http://www.hrcouncil.ca/hr-toolkit/planning-succession.cfm Components of a succession plan 1. Empower a succession planning committee 2. Complete capacity and needs assessment a. Identify key positions b. List current and emerging needs c. Chart key positions and individuals d. Gap analysis e. Employee evaluation 3. Develop and implement the plan 4. Measure, monitor and evaluate success

24. WORKFORCE WORKING TOGETHER Train your group to (complete a complex task)

25. Implementation of a succession plan Strategy at the executive level Train and support the managers Train and support the workforce veterans Train and support the workforce emergents

26. Succession planning tools 1.Guide to Setting Up a Succession Planning Committee 2.Succession Planning Committee Duties and Responsibilities Checklist 3.Leadership Transition Plan 4.Position Inventory 5.Workforce Transition Plan 6.Position Success Profile and Job Function Analysis 7. Mentor Training and Support 8. Talent Assessment

27. INDIVIDUALS WORKING TOGETHER Describe differences in the people that make up our businesses

29. Account for generational differences. Generation ZBaby Boomers When the same words mean different things TGIF Carbon copy (cc in email)Carbon copy (ink paper) Left a message (“I messaged him”)Left a message (“message slip”) Words that have no meaning to a different generation I gave her the buttonMimeograph LOL, BRB, AFCPDQ

31. Account for personality differences Task vs. People Proactive vs. Receiving Urgency vs. Stability Details and rules vs. Bottom line and unstructured approach Team v. Independence

32. WORKING ALONE Describe what support would be helpful

33. Support

34. Support the Veterans HR tie-in Retirement planning services Health care planning services Workplace accommodations (reduced schedules, physical environment)

35. Support the Emergents Train their mentor Create and support developmental pathways Accommodate the time to learn

36. BENEFITS

37. Benefits of good succession planning A means of ensuring the organization is prepared with a plan A continuing supply of qualified, motivated people (or a process to identify them) An alignment between your organization's vision and your human resources A commitment to developing career paths An external reputation as an employer that invests in its people and provides opportunities and support for advancement

38. THANK YOU!