Succession Planning Task Force FY13 BOD 2 Update

Task Force Members Stacey B. Culver, Chair Sharon Rozzi Dayna Johnson Rochelle Jim Pamela Snyder Allison Goodman Page 2

Important Questions Under Consideration Society leadership roles under the purview of the succession planning process How has SWE done succession planning in the past – successes & gaps What are resources within SWE to identify high potential & leadership talent How to integrate collegiate & regional positions into the succession planning process What are the diversity requirements and/or desired diversity outcomes from succession planning What successful succession planning models are seen in other non-profits that may work for SWE Page 3

Strawman Structure (Proposed) Use current processes for selection of committee chairs, regional leaders, and society leaders (BOD) & integrate data captured from those processes into a tracking tool that allows the Society to identify high potential candidates & prepare those individuals for leadership roles. Data shall include: candidate talents & skills recommended pathways to pursue leadership roles of interest Proposed Talent Management Roundtable (TMR) Semi-annual/annual Review & Assessment Team - Evaluates high potential candidates identified via various mechanisms, i.e. Regional A&R Processes, National Nominating Committee Process, Collegiate Director Selection Process Dialogue with high potentials on interest level & communicate drafting of a path forward to leadership roles based on their interest & commitment level, as well as SWE roles for which they might be well suited.

Proposed Tools/Resources SWE has a plethora of tools & resources in-house that can be used to support the proposed SP Process, i.e. Society Leadership Competency Model Leadership Coaching Modules SWE-FL Program Etc. SPTF proposes the creation of a Talent Management & SWE Opportunities Database ~ Captures high potential candidates’ skill sets Tracks candidates’ progress in leadership roles as suggested by the TMR

Next Steps Determine what talents, skills, and/or current SWE Positions are necessary for participation as a part of the Talent Management Roundtable Conduct further discussion on how this proposed process can be utilized at all levels Conduct further discussion on integration of succession planning into the nominating process @ all levels Conduct discussion on where ownership for this process resides Conduct further discussion on ensuring accuracy of data