1. Succession Planning Task Force
FY13
BOD 2 Update

2. Task Force Members Stacey B. Culver, Chair Sharon Rozzi Dayna Johnson
Rochelle Jim
Pamela Snyder
Allison Goodman
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3. 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
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4. 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.

5. 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

6. 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 all levels
Conduct discussion on where ownership for this process resides
Conduct further discussion on ensuring accuracy of data