Task Group Members: Brenda Johnson, Maureen Hanson, Carla Schamber, Nancy Shaff, Savanha Justice SUCCESSIONAL PLANNING

Succession Planning Task Group: Result of the 2014 Incident Business AAR Issue: Shortage of Incident Management Personnel in Finance Challenges/Needs:  Increase the presence of local district personnel on an incident  Include all agencies in Mentoring Programs  Increase training, exposure, and on the job training with finance folks PURPOSE

 Determine priority needs  Identify Barriers to Participation  Identify alternatives  Develop a mentoring plan  Effective use of existing performance system EXPECTATIONS OF TASK GROUP

Develop “Succession Planning” plan for finance DELIVERABLE

 Sent survey to the Incident Business Committee with the expectation that it would be sent across the region to various agencies.  Responses from 179 people including Forest Service, BLM, DNR, and ODF. SUCCESSION PLANNING SURVEY

RESULTS

For the type of assignments preferred the majority of responses had interest in both local and off unit. TYPE OF ASSIGNMENT PREFERRED

# OF ASSIGNMENTS YOU ARE WILLING TO TAKE IN AN AVERAGE YEAR

Positions with the most amount of qualified persons: 1.Personnel Time, 40 2.Equipment Time, 39 3.Time Unit Leader, 17 QUALIFICATIONS FOR THE FOLLOWING PTRC, EQTR, COMP, ICPI, COST, PROC, TIME

Positions with the least amount qualified persons: 1.ICPI, 65 2.COMP, 56 3.Finance Chief 55, Procurement Leader 54 QUALIFICATIONS FOR THE FOLLOWING PTRC, EQTR, COMP, ICPI, COST, PROC, TIME

INTEREST

1.Lack of Current Qualifications 2.Being away from current job/Home Unit workload when away 3.Being away from home TOP 3 BARRIERS TO PARTICIPATION

 Provide More Training and information to all employees Example: Home unit fire qualifications fair. Show interested employees how to get involved and qualified in fire positions.  Utilize data received in the survey Create a contact list matched with requested training. The information from the contact list will then be provided to each individuals local unit to help with the mentoring process.  Encourage those who need training to find their local training officers for opportunities (check with FMO or AFMO), and work with dispatch to ensure they are shown as available in ROSS.  Work with finance chiefs from teams to encourage training opportunities. BARRIER 1: LACK OF CURRENT QUALIFICATIONS

 Gain support from supervisors  Brenda will present topic at the Spring FALT meeting.  Incident Business Committee will talk about ways to get this information to all of the agencies, not FS specific.  Flexibility to work on home unit work at fire camp if time allows.  Case by Case basis.  Consider:  Job on the incident  Fire needs to be a priority. BARRIER 2: BEING AWAY FROM CURRENT JOB/HOME UNIT WORKLOAD

 When E-ISUITE is up and running in 2016 more virtual opportunities will be available. Will allow more flexibility to work from home. Pursue as an alternative to the way we currently do finance.  If there is interest in working from home using E-ISUITE it is good to get involved in training now  Utilize the remote and offsite authority as stated in the Interagency Incident Business Management Handbook  Details in Chapter BARRIER 3: BEING AWAY FROM HOME

GROUP:  Brenda will take this information to the Spring FALT meeting  Slideshow will be available online on the R6 IB website  Survey responders who showed interest will be put on a mailing list and attached to the home unit they are associated with for current IB information and opportunities.  Group will continue to work on this topic. Succession Planning is an ongoing process. Everyone:  Spread the word about positives of being involved in Incident Finance NEXT STEPS

QUESTIONS?