Process for Leadership Succession Pilot with EMT Positions

1. Process for Leadership Succession Pilot with EMT Positions Expression of Interest April 27 – May 6 Candidate Psychometric Assessment May 9 – June 10 Identify Those Recommended for Development Targeted at EMT Positions June 13 - 30 Leadership Development July - ongoing -Candidate targeting their development to EMT positions creates development plan using their performance and assessment data and has it approved by their supervisor -Leadership Panel reviews Expressions of Interest to identify strong performers that will move on to the assessment phase -Explain Leadership Succession Pilot process and market EMT job profile/descriptions to those currently in positions at EMT/SMT level – April 27 -Sponsor reviews all assessment and performance data and proposes candidate’s placement on the “EMT Potential” 9-box -Candidate requests coaching from their Leadership Development Coach as needed to achieve their development goals -Candidate completes on-line self-assessment and receives confidential report -Those interested in being considered for development into EMT roles over the next 2-5 years submit Expression of Interest form to HROD by May 6 -Leadership Panel confirms candidate’s placement on 9-box and recommends those that should target their development for EMT positions -If candidate wishes to move on to next assessment level, he/she shares self-assessment data with Sponsor and gets their support to proceed -Candidate continues to develop until they are the successful candidate for an EMT position through the recruitment process *Note: The new performance management process will see employees express their interest in additional responsibility through their annual performance and development review with their supervisor. That will launch fresh candidates into the process on a continual basis for regular review by the Leadership Panel. *Note: Candidates recommended for development targeted at EMT positions will participate on the Leadership Development Project Team to identify development opportunities that will support their development goals and development goals of other future leaders in the organization – starting Sept 2011 • -Sponsor notifies candidate of Leadership Panel recommendation to: • begin development targeted at EMT positions (no guarantee they will be successful candidate) OR • target development to other positions -Candidate’s on-line 360 assessment is completed and results are shared with candidate and Sponsor