Succession Planning

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

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

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

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

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   

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

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

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

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.