Succession Planning

1、“securing future leaders”strategic leadership development programsuccession planjuly 2005by:rhodetta seward, intercity transitstephen hill, norwalk transit districtáentity nameñstrategic leadership development programsuccession plantable of contentspage modifiable planprogram description 4

2、purpose and benefits 4implementation of goals 5critical components of the program 5core training and development 6gathering data 7solicit participants 8conduct assessments 9-10candidate selection 10provide feedback 10career training and development 10-11mentoring, coaching and performance counseling

3、 11-13filling vacancies 13-14commitment to the agency 14emergency succession plan 14appendix (background information & forms)background and challenges 16outline for succession planning 17-20definitions 20-21key elements of a succession plan 22-23regional approach 24-25core competencies by positi

4、on 26sample career development plan 27leadership succession chart 28strategic leadership development program application 29-30candidates self assessment core competenciesmanagerial/operational positions 31-32supervisory leadership 33strategic leadership 34supervisors assessment candidates core compe

5、tenciesmanagerial/operational positions 35-36supervisory leadership 37-38strategic leadership 39-40confidential questionnaire 41-43references 44-46strategic leadership development program(succession plan)program descriptionthe áentity nameñ strategic leadership development program is a pro

6、active, long-term, management level strategy for recruiting, selecting, and developing a core group of employees into management positions. the employees will obtain training and development in the competencies and characteristics needed to function in leadership positions within áentity name&#

7、241;, through participation in a multi-phased program.the program will accelerate the delicate and complex transition of qualified áentity nameñ employees from individual contributors to managers and leaders. áentity nameñ will ensure that equitable selection guidelines are follo

8、wed.purpose and benefitsthe major purpose of the strategic leadership development program is to have timely availability of experienced and diverse employees prepared to fill leadership positions at áentity nameñ as they become available. the program will:· prepare current and future

9、employees to lead the organization in coming years; · help us “grow our own” leadership rather than recruiting from outside the organization;· establish guidelines and standards for selection and participation; · achieve improved workforce capabilities and performance overall;· i

10、ncrease professional commitment and retention of management positions; · focus on leadership continuity and improved knowledge shared; · move áentity nameñ towards a learning organization;· shift from job progression to job expansion;· achieve results for all divisions/

11、departments at all leadership levels; and provide opportunities for a continued partnership for leadership effectiveness.through the strategic leadership development program, áentity nameñ will:· increase employee commitment and delay departure of aging workers;· improve support

12、to employees throughout their employment; · provide more effective monitoring and tracking of employee performance, proficiency levels and skill gaps across the entire workforce; and· increase efficiency in specific roles and use of resources. its about the right people, in the right place

13、, at the right timeimplementation of goalsthe strategic leadership development program, through a selected executive development team, will require current management to provide dedicated instructions and guidance skills, knowledge and abilities needed to be successful at áentity nameñ. pa

14、rticipants are expected to have the potential to increase his/her understanding and capacity to manage and lead within the organization. participants must commit to continuous learning and demonstrate the ability to work with others, facilitate effectively with limited authority, build consensus and

15、 gain results. the strategic leadership development program will:· identify critical management positions· identify employees to be selected to participate· enroll sufficient number of participants to meet the future needs to fill leadership positions within áentity nameñ

16、83; prepare a sufficient number of employees to be ready for advancement into each identified positioncritical components of the programthe executive development team, appointed by the general manager/chief executive officer, will provide direction and ensure implementation of the strategic leadersh

17、ip development program through embodiment of the following critical components:· strategic planning: the development of a leadership program will have specific purpose, goals and objectives· targeting of management positions: refines the selection pools to management positions· requir

18、e relevant skills, knowledge and abilities: relies on competencies and characteristics underscoring the need for job related criteria for success· linking success to essential qualifications: includes job performance and quantifiable potential and ability· essential feedback: requires obse

19、rvations from supervisors, co-workers, subordinates and customers/clients· demand excellence: converts potential skill into capability· program administrator: the program is administered and facilitated by a designated department within áentity nameñ (typically human resources or

20、 employee relations) hereafter referred to as the “program administrator.” the program administrator provides checks and balances for system integrity and evaluates measurable goals and objectives.core training and developmentwith the assistance of the incumbent management, core competencies and cha

21、racteristics will be developed for each leadership position within áentity nameñ. this is a first step in building the strategic leadership development program foundation. the program administrator will review and confirm that the core competencies presented by incumbent leadership are gen

22、uine and valid. the executive development team will make the final decisions on core competencies for each position. the program administrator will create a basis curriculum of training and development guided by the identified competencies and characteristics. each position identified will have spec

23、ific curriculum developed for the respective job. core competencies and characteristics include seven basic elements:· professional integrity: a level of business integrity commensurate to interact, process and achieve positive results consistent with áentity nameñs vision, mission an

24、d goals.· leadership: the ability to achieve organizational goals and objectives by guiding, directing and managing the efforts of others.· decision making and problem solving: identifying symptoms of problems, analyzing causes, and implementing solutions that are based upon evaluation opt

25、ions.· effective communication skills: the ability to establish shared understandings of information.· knowledge of the entity: broad work experience that results in knowing how the áentity nameñ functions as an integrated system aligned with its vision and mission.· high jo

26、b performance: achieving organizational goals, objectives, projects and tasks through the efficient and effective utilization of available resources. the ongoing process consists of the steps below. the resources and responsibilities to complete each step are diagramed and described below:gather dat

27、a¯solicit participants¯conduct assessments¯select candidates¯provide feedbackgathering dataáentity nameñ, in preparing to develop and implement a strategic leadership development program will charge the executive development team with the responsibility to: · inclu

28、de goals, priorities and support for the strategic leadership development program during the strategic planning process;· identify potential organizational growth, retirement, realignments and other conditions that create leadership positions;· identify current positions that may be vacate

29、d within 5-10 years;· establish long-term competency needs in alignment with the organizational direction to build and develop the structure for high performance;· project and anticipate the turnover of prospective employees as it affects available candidates;· consider size of the ag

30、ency and whether a regional succession plan can be developed and supported; and · complete departmental “l(fā)eadership succession charts.”understanding what drives retirement risk is critical to the entity. several factors include the employees retirement intentions and the personal and work facto

31、rs affecting their retirement decision. áentity nameñ must be aware of the knowledge and competencies required to replace retiring workers.its important for the agency to recognize many employees may be happy with no plans to retire when they first become eligible. however, they will retir

32、e at a point when doing so would optimize their personal, financial and lifestyle situation.áentity nameñ should consider options such as part-time employment. many employees would be willing to work part-time to achieve optimization, but only if doing so did not adversely affect their pen

33、sion benefits. prospective retirees believe its important to have time and resources available to help prepare their successors before they retire. this adds to their happiness in the position which may encourage them to stay longer and at least long enough to assist in training their replacement(s)

34、.solicit participantsthe áentity nameñ will post employment openings and seek candidates who meet established qualifications and demonstrate strong potential for completing the strategic leadership development program. áentity nameñ will brief interested employees on the program

35、including the minimum requirements for participation: · regular, full-time employee· minimum,á _ ñ years of service with the agency· minimum, á _ ñ years of business experience· bachelor degree or post high school with minimum á _ ñ years business ex

36、perience· competent performance rating the previous two years· minimum á _ ñ years supervisory experienceinternal personnel who meet basic criteria may self nominate themselves and/or be nominated by their supervisor or manager. selection is made without regard to age, sex, race,

37、 (states requiring affirmative action and/or equal employment opportunity plans should integrate the applicable policies into the plans). interested candidates will submit:· a completed program application form, including essay questions, and confidential questionnaire. · a detailed resume

38、· a recommendation letter from their supervisor, manager or director· a written statement concerning their desire to participate in the programthese documents will assist in determining if they possess the qualifications and commitment needed for completing the program. áentity name&#

39、241; has no restrictions for which positions individuals may be considered. conduct assessmentsseveral types of instruments may be used in assessing each candidate for selection into the strategic leadership development program. · core competency and characteristic assessment· 360  fe

40、edback instrument· myers briggs type indicator evaluation· career objective statement· self assessment form· supervisor comments regarding candidates strengths/weaknessesa core competencies and characteristics evaluation form will be provided and must be completed by each prospec

41、tive candidate and his/her supervisor. the form should include at a minimum:· a list of core competencies or characteristics to be evaluated· a definition or description of each core competency and characteristic listed· a scoring criteria for candidates to assist them in rating the c

42、ompetencies, ranging from satisfactory to good to superior· supervisors will be asked to confirm the self-assessments made by candidates and to add commentary to explain any deviations.for each position identified, the executive development team will set up a rating system for the core competen

43、cies and characteristics using the following scale:a. critical/essentialb. significantc. desirabled. nice to havee. not applicablethis ranking system is utilized as part of the supervisors assessment form of the candidate. the program administrator will compile the results into an assessment report.

44、 based on the report, the executive development team will determine which candidates should be enrolled into the program. candidates will be selected to participate in one of two programs:· short term program: designed for those candidates that demonstrate high levels of core competencies and c

45、haracteristics as well as experience allowing them to accelerate their course program to meet the standards for placement to their selected position. · intermediate to long term program: designed for those candidates who demonstrate varying degrees of proficiency, but require more training and

46、development to meet the standard for the position they are seeking.candidate selectionthe program administrator will collect application materials and compile the data. this data will be presented in report form to the executive development team to select prospective candidates for evaluation of the

47、ir core competencies and characteristics and make recommendations as to which candidates to consider for the program. the program administrator will look for candidates who:· compare favorably on the leadership core competency assessment;· display exceptional knowledge, skills and abilitie

48、s on earlier projects;· are quick learners, capable of developing the needed competencies;· are able to provide benefits to the authorizing body (board) for the investment of time and money for their development; and· are willing and able to continue working in their current position

49、while participating in the program.“selection for the strategic leadership development program does not guarantee a promotion. performance in developing needed competencies is a key determining factor for promotion. provide feedbackall employees who apply for the strategic leadership development pro

50、gram will receive written feedback, including the reasons for the selection to or non-selection to the program. the program administrator will meet with each applicant to discuss the selection criteria for the program. for those not selected, the program administrator will review the candidates prof

51、ile and discuss career development opportunities and how to prepare for future application into the program. career training and developmentstrategic leadership development program candidates selected for the program will proceed to the next stage. this phase includes developing each candidates indi

52、vidual career path and customizing the training and development needed to enable the candidate to perform the essential and critical functions for the position they are seeking.the executive development team will refine the leadership positions, to include position title and description, job specifi

53、cations, training requirements, and the essential job specific competencies and characteristics. the candidate will be involved in the design of their personal course of study adding to the core curriculum, which will include, but not be limited to:· internal sources such as training programs,

54、workshops, computer based training, mentoring and coaching; and · external sources such as specialized training consultants, college level classes, certificate programs and degree programs.based on the size and available assets of the entity, a variety of approaches may be required. this could

55、include a regional training approach. the concept of a regional approach is addressed in the appendix.in preparation of the individual training program for each participant:· a comparison of participants competencies to targeted positions core competencies will be conducted.· a determinati

56、on of course of study for each participant will be finalized.· a selection of development assignments for the participant will be completed, which may include on-the-job assignments, rotational assignments (cross training), team leadership, book discussions, attending training programs, compreh

57、ensive assessments, and other means (depending on the competencies needed).· the assignment of a mentor for each participant for progress review meetings (weekly recommended) will be made.· a schedule for evaluation of participants progress by program coordinator and review team will be de

58、signed.mentoring, coaching and performance counselingfor the strategic leadership development program to be successful, participating management must serve as mentors, coaches and teachers. this is critical and fundamental to the goals and objectives of the program. without full commitment of the or

59、ganizations leadership, the program will fail. the candidates fulfilled their roles in the initial application process and advanced to the program, with the promise of success. that promise rests in the hands of the organizations leadership, as does the integrity of the program.mentor: the program requires the joining of selected candidates with management to illustrate and demonstrate the essential skills, knowledge and abilities to be acquir