1. Martin Jeppeson, CSP, ARM Diana Stegall, CSP, ARM Succession Planning (The Mysterious Disappearing Officer and Other Challenges)

2.  Understand the importance of succession planning  Understand why people volunteer  Identifying your next chapter leaders  Asking for involvement  Develop a (logical) sequence of people or things coming one after the other in time Objectives

3.  Succession planning:  Applies to people and positions  Applies to activities  Applies to processes  Ideas/idea generation 3 Succession Planning

4.  Succession planning:  Though focused on the people aspect of what we do, is not limited to that and other chapter dynamics should be considered  Note the word “success” is within succession 4 Succession Planning

5.  “What do we want to perpetuate?”  Positions being filled?  Successful activities?  Qualities of our best and brightest?  What we offer our constituents?  The processes that lead to good decisions and activities ? 5 Succession Planning

6.  Identifies potential future chapter leaders  Allows time to evaluate their commitment and skills  Improves engagement of members Why Is Succession Planning Important?

7.  Why do we need to give full attention to succession planning?  Chapter perpetuation  Create an organic, self-sustaining organization – nurturing and fulfilling  We owe it to our members  Create a meaningful pipeline of… 7 Succession Planning

8.  Why do we need to give full attention to succession planning?  Reduce uncertainty in our organizations  Develop volunteer successes and “small wins”, as a tool to ________________  Limit volunteer slippage and burn-out 8 Succession Planning

9.  Why do we need to give full attention to succession planning?  To recognize hurdles and complexities of:  Geography  Distance  Organizational support  Economy and Economics  Shifting personal priorities  Psycho-social realm of existing officers 9 Succession Planning

10. Why Do Members Volunteer?

11.  I knew the opportunity was meaningful – made a difference in people’s live  I knew I had the skills to do a good job  The location was easily accessible to me  I was interested in volunteering (i.e. not interested at all)  I did not lose income as a result I Would Volunteer if…

12.  I could be given short term assignments  I have more info about opportunities available to me  The volunteer organization would train me to do the work  My employer supported my participation as a volunteer  I knew it would make a difference in my profession or my work  I was actually asked to volunteer I Would Volunteer If…

13.  I knew someone else who also worked or volunteered there  I could volunteer electronically or virtually  I was recognized and appreciated for my work as a volunteer  I was not disappointed with volunteering in the past  The organization that needed help was one that had, in the past, helped me or someone I loved  I was reimbursed for expenses such as meals or gas allowance. I Would Volunteer If…

14.  Provide the meaning  ASK  An element of a positive process, not one that is panic driven  Always have someone in the wings, a “second seater”  Succession planning never ends  4 P’s: people, policies, processes, practices - - - not “personalities” Bottom Line

15.  We are dedicated to protecting people, property, and the environment.  We reach out globally, providing opportunities to collaborate with and engage anyone involved in safety, health, and the environment (SH&E). ASSE’s Values – Service to Humanity

16.  We believe a safe and healthy place to work is a fundamental right.  We believe that sound SH&E practices are both socially responsible and good business.  We value employers' commitment to sound SH&E practices.  We are committed to advancing the profession through innovation, thought leadership, and objective, unbiased, science-based approaches to SH&E practices. ASSE’s Values – Value of the Profession

17.  Personal  Personal Development  Managing and influencing others  Make connections with others in your industry - greater network for job/career opportunities  Be involved with projects that are important to you – whether education, working with legislators, deciding direction of the chapter  Help shape the discourse of the profession Impact of Being a Leader within ASSE

18.  Chapter  Provide different perspective  Allow additional services to be offered to members  Show others in your industry that the chapter/ASSE is relevant for them  Assist others who are giving back Impact of Being a Leader within ASSE

19. Identifying Potential Leaders

20.  Within two years of becoming a member – 38%  Between 2-5 years of becoming a member – 21%  Member more than 5 years – 40.6% Who to ASK

21.  New members  Regular meeting attendees  Someone who was involved in the past but had to back off due to job/personal change  Others in your industry  Someone who can define what success in a Chapter will look like (and it may differ from your viewpoint) Who to ASK

22.  Know their interests/abilities/and/or skills they are hoping to develop  Know their time limitations  Don’t limit yourself to those who come to chapter meetings Get to Know Your Members

23. Asking for Involvement

24.  Announcements  Personal Invitation  Personal conversation How to ASK

25.  Specific tasks  with a specific time frame  specific expectations  that has an impact  that builds confidence that they do have time to get more involved  Follow-up with Thanks and Feedback How to ASK

26. Where to Get People Involved

27. Toe Wetting Opportunities  Meet and Greet  Membership Calling Tree  Article for newsletter  Moderator at chapter PDC  Staff Registration booth at chapter outing  Call organizations to be sponsors  Look for optional facilities for meetings  Speak at chapter meeting  Photographer at chapter functions

28. Standing Committees  Executive Committee  Nominations and Elections Committee  By-Laws Committee  Programs Committee  Communication  PDC  Social  Public Relations  Hospitality  Newsletter  Membership  Website  Foundation  Honors and Awards  Governmental Affairs  Strategic Planning  Audit  Other?

29.  It’s the experience  Ask for feedback  Respect time commitments  The quality of the process = the quality of the candidate  Have FUN! What Next?

30.  Succession planning  Keep in mind why people volunteer  Ask  Provide a positive experience Review

31. Beginning of Chapter Year Appointment of committees Coaching/mentoring of committee members leading to positive Volunteer Experience Nominations and Elections Committee talks to prospective board members who have demonstrated successes and commitment N/E provides prospective board members with specific responsibilities and requirements of position(s) Volunteer commits to responsibilities if elected Those elected commit to uphold responsibilities at installation Prior officers mentor new officers Throughout Year: New member joins – through initial contact/needs assessment expectation to volunteer is created/information on different opportunities is provided Beginning of Chapter Year – appointment of committees Coaching and Mentoring of committee members – positive Volunteer Experience Volunteers commit to responsibilities if elected or appointed Those Elected commit to uphold responsibilities during officer installation N/E provides prospective board members with specific responsibilities and requirements of position Nominations and Elections Committtee talks to prospective board members who have demonstrated successes and commitment Prior Officers mentor new officers Throughout Year: New member joins – through initial contact/needs assessment expectation to volunteer is created/information on different opportunities is provided

32. Questions?