1. WELCOME AND THANKS FOR COMING
PAULA TALLEY – Financial Analyst
DANNY RISENHOOVER – RN Nurse Manager Stigler Choctaw Health Clinic
Paula
Dan

2. SUCCESSION PLANNING The Day Will Come You Will Need To Pass The Baton

3. QUESTIONS? ANY MANAGERS, LEADERS OR ASPIRING LEADERS?
SUCCESSION PLANNING, WHAT IS IT?
Dan

4. Succession planning is planning for the future.
The leaders of an organization realize they need to plan for the future.
Leaders plan for the future by developing a pool of leaders to take their place in case of long term planned or unplanned absence.
DAN ----

5. (Various other phrases are used to refer to aspects of succession planning, including succession management and transition management.)

6. Why? The time will come! Change in position or Advancement. Illness
Retirement
The unforeseen
One of the clearest insights discovered is that effective succession management is a journey, not a destination. (Fulmer, R. M. 2002)
Dan

7. We are servants Smooth transition No down time
We have the Choctaw Nation Relying on us.
Dan

8. As a leader you routinely share your knowledge
Dan

9. As a leader you need to share your vision
Dan

10. As a leader you need to share your values
Dan

11. Managers Roles & Responsibilities
Do not wait until the employee will be leaving. Start planning now. Succession planning is a matter of strong practices in personnel management, not a matter of sudden crisis management. Start attending to those practices now.
Dan to present

12. Managers Roles & Responsibilities
Focus on policies, procedures and practices, not on personalities. Succession planning is being able to effectively and promptly re-fill a role, not replacing a certain person. Be sure all key positions are defined well, and then look to find the best person to fill the position. Do not look for someone who is just like, or a lot different than, the previous employee.

13. Managers Roles & Responsibilities
Succession planning is a responsibility of the management, not just the employee. The best succession planning results from 1) a working partnership between management and employees to accurately define the employee’s role and current priorities, and 2) the employee ensuring that management has the information and resources to refill the role.

14. Managers Roles & Responsibilities
Succession planning should be in accordance with up-to-date personnel policies. Hiring of new employees must be in accordance with up-to-date personnel policies to ensure fair, equitable and legally compliant employment practices.

15. Managers Roles & Responsibilities
Quality in managing succession is proportionate to the quality of the new employee. The best way for management to promptly convey expectations of high quality to a new employee is to convey that high-quality in how the employee was hired. The more thorough and careful that management does the succession, the more likely that the organization will get a new employee who successfully fills the position for the long-term.

16. Human Resources Roles & Responsibilities
Succession management serves as an interface between the human resource function and the strategic direction of an organization.
Dan to present

17. Human Resources Roles & Responsibilities
Staffing includes a broad scope of activities
Hiring is sometimes used interchangeably with staffing, which does an injustice to the broad scope of activities involved in staffing. Hiring might be thought more specifically as screening the best job candidates, but especially making a formal job offer to the best candidate.
Job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles.
job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job.
task is a typically defined as a unit of work, that is, a set of activities needed to produce some result.
Sheri Mazurek
All About Staffing -- Hiring and Keeping the Best Employees

18. Human Resources Roles & Responsibilities
task is a typically defined as a unit of work, that is, a set of activities needed to produce some result

19. Human Resources Roles & Responsibilities
job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job.

20. Human Resources Roles & Responsibilities
Staffing includes a broad scope of activities.
EDUCATION
CERTIFICATION
SET OF SKILLS
EXPERIENCE
RIGHT FIT

21. Human Resources Roles & Responsibilities
Hiring is sometimes used interchangeably with staffing, which does an injustice to the broad scope of activities involved in staffing. Hiring might be thought more specifically as screening the best job candidates, but especially making a formal job offer to the best candidate.

22. Human Resources Roles & Responsibilities
Job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles.

23. Human Resources Roles & Responsibilities
Job descriptions are often used to describe a job and include lists of the general tasks, functions and/or responsibilities of a position, whereas competencies list the abilities needed to conduct those tasks, functions and/or responsibilities. Typically, the descriptions also specify to whom the position reports, qualifications needed by the person in the job and salary range for the position.

24. Human Resources Roles & Responsibilities
In this role, it is a vital resource in anticipating the future needs of the organization and helps find, assess, develop, and monitor the human capital required by the organization’s strategy.

25. Human Resources Roles & Responsibilities
It’s getting the right person in place for every job. Some of tomorrow’s key jobs may not even exist now. If a firm plans to double in size in five years, they will need more talented managers.
Dr. Robert M. Fulmer Volume 5 Issue 1

26. How to Implement
Outline ways in which to address current department employees and external employees
Leadership training programs
Paula to present

27. How to Implement
Involvement of the employee in current decisions and assessments
Performance review utilization of employees to shows strengths and weaknesses

28. How to Implement
Outline ways in which to address current department employees and external employees for the plan
Always be aware of employees’ goals and strengths
Be on the lookout for “hidden” talent
Paula to present

29. How to Implement
Leadership training programs
Paula to present

30. How to Implement
Involvement of the employee in current decisions and assessments
Paula to present

31. How to Implement
Performance review utilization of employees to shows strengths and weaknesses
Paula to present

32. Employees Roles & Responsibilities
Strategic planning on goals
Review your resume at least quarterly for job description updates
Set up meetings with other supervisors to show interest in obtaining information regarding their department
Mentor/Mentee program
Paula to present

33. Employees Roles & Responsibilities
Strategic planning on goals
Paula to present

34. Employees Roles & Responsibilities
Review your resume at least quarterly for job description updates
Paula to present

35. Employees Roles & Responsibilities
Set up meetings with other supervisors to show interest in obtaining information regarding their department
Paula to present

36. Employees Roles & Responsibilities
Mentor/Mentee program
Paula to present

37. Questions

38. Works Cited
Fulmer,R.M. (2002 ) Graziadio Business Review, Volume 5 Issue 1
Mazurek, S., Free Management Library, All About Staffing -- Hiring and Keeping the Best Employees

39. Works Cited
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