1 / 20

Succession Planning

Succession Planning. Planning for the Future Jenn Dyer. What if… . Your best employee left your agency Your most critical leader or volunteer left your agency Who would fill their role? How long would it take to find a replacement? What would be the impact to your agency and community?

foy
Download Presentation

Succession Planning

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Succession Planning Planning for the Future Jenn Dyer

  2. What if… • Your best employee left your agency • Your most critical leader or volunteer left your agency • Who would fill their role? • How long would it take to find a replacement? • What would be the impact to your agency and community? • What is your plan?

  3. Lessons from Shrek When his new father-in-law, King Harold falls ill, Shrek is looked at as the heir to the land of Far, Far Away.

  4. Group Activity • What stood out to you? • What was the plan to fill the King’s position ruling Far, Far Away? • What was Shrek’s reaction to the plan? • Do you feel Shrek was qualified as the King’s successor? Why? Why not?

  5. Agenda • Succession Planning • What is it? • Why should I develop this plan? • Talent Review Process • How do I conduct a talent review?

  6. Succession Planning is… A process to plan for the future of your agency A plan to ensure the continuity of your agency A plan to ensure you are able to continue to feed people and fight hunger

  7. Succession Planning Steps Key/ Critical Position Review Talent Review Talent Review Meeting Succession Planning Form

  8. Step #1: Key/ Critical Position Review Reasons a position may be key/critical: • Mission: Person is a key contributor to the mission. • Critical Function: Person performs task critical to vital functions. Leaving it vacant would hinder or prevent success of mission. • Special Skills: Person provides specialized leadership or technical skills that are difficult to replace. • High Turnover: Person or group is vulnerable to high turnover.

  9. Step #2: Talent Review Process Provides a consistent process for understanding the capabilities and potential of your program staff Differentiates abilities and skills Identifies those that have potential to take on more Helps you take the emotion out of the process to determine what’s in the best interest of your agency

  10. Talent Review Grid • Use the Performance and Potential (P x P) Grid • One axis measures performance (horizontal) • One axis measures the person’s potential to take on more responsibility (vertical)

  11. P x P Grid

  12. Why use it? Simple way to assess the time and talent of your program staff Easy to explain Provides an accurate assessment Administrative burden is low Facilitates a shared sense of ownership for the agency’s talent pool

  13. P x P Tips Keep it simple Assess performance and potential by involving others (church leadership/ community leaders) Dedicated program staff may excel in one area, but may not be a fit in all

  14. Talent Review Steps • Identify your critical positions • Review the skills of your team • Determine placement in the grid by evaluating performance and potential • Prepare grid for review with your leadership, if appropriate

  15. Scorecard for Assessing Potential • Review each potential successor • Complete the evaluation scorecard (handout) • Calculate the total number of “yes” responses and use the following scoring: • 0-3 = Low • 4-7 = Medium • 8-10 = High • Move to the corresponding potential block on the grid

  16. Step #3: Talent Review Meeting • Share the talent review grid • Discuss each person’s placement on the grid • Agree on final placement within the grid

  17. Step #4: Succession Planning Form • Use a basic form to capture a list of successors for key positions • Who? • How far are they from being ready? • Use this in conjunction with the talent review grid to track and record your list of potential successors

  18. Tips for Success Create transparency and accountability Ensure potential successors know you are considering them for a new role Tell the program staff member the results of the talent review Follow-up

  19. Review Identify critical positions within your agency Assess your talent (performance and potential) Use a basic succession planning form Don’t keep it a secret – share with the person Focus on their development Leverage and educate others to help you run your program

  20. Final Thoughts… Ensure the continuity of your agency – plan for the future!

More Related