SUCCESSION PLANNING What is Succession Planning All organisations

SUCCESSION PLANNING

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

5 Steps for Succession Planning q. Step 1 ØIn January each year ØIdentify critical positions ØWhat are the risks if a person leaves? ØLook at all levels of employees – management / administration etc

5 Steps for Succession Planning q. Step 2 ØIdentify what competencies are required for that position Ø Document a Role Description ØDocument clear guidelines to performance expectations.

5 Steps for Succession Planning q. Step 3 ØLook internally ØDetermine a strategy to bring staff to the level required ØAdvertise externally

5 Steps for Succession Planning q. Step 4 ØDocument Action Plan ØInclude strategies to fulfil the task ØClearly define timelines and roles and responsibilities. ØDo you need to Restructure

Action Plan Internal ØHow do we build capacity? ØWhat is required ØWhat tools do we employ ØTarget Date ØProgress ØCommunication ØRetention of staff

Action Plan External ØRecruit for tomorrow ØHow do we build capacity? ØWhat is required ØWhat tools do we employ ØTarget Date ØProgress ØCommunication ØRetention of staff

5 Steps for Succession Planning • Step 5 ØIn July each year review the Succession Planning Action Plan ØMonitor workforce data ØAdjust to suit.

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