1. Talent Management and Succession Planning
Workforce and Organisational Development Committee
June 2016
Presentation prepared by Lynn Turner and Carol Shillabeer

2. Definitions (CIPD) Talent Management Succession Planning
Wide variations exist in terms of definitions.
Talent consists of those individuals who can make a difference to organisational performance either through their immediate contribution or in the longer term, by demonstrating the highest levels of potential
Talent Management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to the organisation, either for their high future potential or because they are fulfilling business critical roles
Succession Planning
A process of identifying and developing potential future leaders or senior leaders as well as other business critical positions, either in the short or long term.

3. What’s happening nationally?
National Succession Planning Framework for senior posts
Part of Directors of Workforce and OD Work Programme
Two Chief Executives involved – Carol Shillabeer and Tracey Myhill
Development of a Welsh Public Service Behaviours Model
Purpose is to answer key questions in relation to succession planning:
Which positions are WITHOUT “ready now” candidates?
How many ready now candidates do we have?
Who are the “ready now” candidates?
Who are the high potential leaders for the short, medium and long term? (i.e. “ready soon”, “ready later”)

4. Deliverables of the Succession Planning Workstream (National)
Key Deliverables
By When
A Succession Strategy for NHS Wales with a Communication and Engagement Plan
• Define the underpinning skills and competencies required of senior leaders in NHS Wales
• The commissioning of an analysis of posts and post holders for Tier, 1, 2 and 3 posts across all NHS Wales organisations
• The development of a process that all organisations would have to sign up to allowing the appropriate movement of staff on the talent pipeline for placements that support their development programme.
June 2016
A proposal for a Leadership Network
A process to identify opportunities for 'positive action' to ensure that people with Protected Characteristics are fairly represented.
Data analysis of Senior Leadership cohort
October 2016
A toolkit for local implementation of Succession Strategy
A recruitment plan for entry level leadership roles
A framework for the deployment of leaders within the talent pipeline between NHS Wales organisations and wider public, private and 3rd sectors
Identification of Technology solution to support implementation of the strategy through ESR
January 2017

5. What are we doing within Powys?
We have the jointly developed Leadership Development Framework across the Council and the Health Board
This includes Leadership Talent Pipeline designed to:
Develop leaders who have creativity, innovation, business acumen and are capable of transforming the organisation.
Designed to identify and develop talent so that the right people with the values and behaviours are actively developed, exposed to targeted opportunities and supported into new roles as appropriate.
Note – evidence suggests that 15% of staff could be targeted as part of the talent management approach and that 15% of their time should be spent on active development

6. What would the Programme cover?
Over 12 months and include a range of development opportunities
Assessment Centre
360° feedback and psychometric testing
Coaching and mentoring
Work shadowing / secondment
Attendance at programme/project boards
Career planning
Masterclasses
Our Executive Team have a collective objective to become qualified as Coaches to support the programme & to coach 2 individuals each
Other enablers – links to Chat to Change and Clinical Leadership development

7. Opportunities and Discussion
Is there support for focused attention & effort on talent management and succession planning, i.e. do we have the collective will to do this?
Is the approach outlined the right way, i.e. do we have the right ideas here?
Are the resources/capability available to execute the ideas?