1. CITY OF AIKEN SUCCESSION MANAGEMENT PROGRAM Kenneth Cook, SPHR
Human Resources Director

2. What is Succession Management?
The process of identifying and preparing candidates for key positions and high level management positions that become vacant due to retirement, resignation, death or new business opportunities.

3. WHY Succession Management?
Thirty-Three Percent of department heads could retire in five or less years. All of them could retire in the next eight.
Sixty-Three percent of all Public Safety Captains could retire in five years or less.
Fifty percent of Public Works Superintendents could retire in less than five years.
City Manager could retire in less than five years.

4. TWO NEEDS
To replace the future loss of knowledge, skills, and talents of upper managers
To develop younger employees that now occupy mainly lower level management or non-management functions

5. Continuation of Existing Program
“Changing Direction” program develops math and reading skills and leadership skills
Prepares employees for crew leader and first line supervisor positions
Develops employees into more capable and confident employees
Improves morale

6. SELECTION
The HR Director will engage in recruiting for the purpose of establishing diversity
Departments Directors, Assistant City Manager, and City Manager will all work to identify high-potential employees for the program
Employees may “self nominate”

7. Voluntary Program
Looking for employees that are willing to take on greater responsibilities
Looking for employees willing to be involved in learning activities that may require additional night and weekend work
Training will be held once a month for two years

10. SELECTION PRIORITY
Those who possess a BA/BS or higher, those with at least an Associates Degree and/or those that have achieved level six (6) in Work Keys and are participating in the Changing Direction program
Those with demonstrated college course work success and considerable experience in their field of interest or those with an equivalent combination of education and experience that provides the necessary knowledge, skills, and abilities to be successful in the Succession Management Program.

11. TWO MAIN ELEMENTS Leadership/Management Training
Mentoring and Experiential Projects

12. LEADERSHIP TRAINING
City will partner with Aiken Technical College’s Division of Workforce and Business Development for leadership training

13. FOURTEEN LEADERSHIP COMPETENCIES
Communication, conflict resolution, customer orientation, organizational astuteness, performance management, personal integrity, personal accountability, technical competence, financial and resources management, staff development and coaching, time management, versatility, critical thinking and decision making

14. MENTORING Step one: Identify Key Positions for Succession
Already completed
Key positions are: City Manager, Assistant City Manager, Department Directors, Assistant Department Directors and key middle manager positions

15. KEY MIDDLE MANAGER POSITIONS
Public Safety Officer V
Recreation Superintendent
Public Works Superintendent
City Clerk

22. Conclusion
Succession management should not be treated as a tool for use in the distant future. The consequences of not being prepared can have a major impact on future success. Now is the time for planning.

23. QUESTIONS?