1 / 24

SUCCESSION PLANNING

SUCCESSION PLANNING. 2010. CANADIAN COAST GUARD AUXILIARY - PACIFIC. A Succession Plan. Every company, business, and organisation needs to have a plan in place to ensure a smooth transition, for when someone leaves for whatever reason. This plan will allow that organisation to flourish

shannon-jordan
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 2010 CANADIAN COAST GUARD AUXILIARY - PACIFIC

  2. A Succession Plan • Every company, business, and organisation needs to have a plan in place to ensure a smooth transition, for when someone leaves for whatever reason. • This plan will allow that organisation to flourish • The CCGA-P is no different

  3. Developing a Succession Plan

  4. Where to Start • Identify areas within the station’s volunteers where significant loss of knowledge and skills will be or could be occurring in the near future. • Identify the “high value” knowledge and skills (coxswains, station leaders, training officers). • Based on the above criteria, initiate succession planning for those positions.

  5. Identify Staff Levels and SKA’s • Which functions will remain unchanged? • What functions may be downsized or discontinued? Boating safety? • What functions may need to be expanded? Deputy Training Officers?

  6. Identify Staff Levels and SKA’s • What functions, if any, will be consolidated? None? • Will the projected workload volume increase or decrease? Increase? • Will staff levels change? If so, how? Extra coxswain required?

  7. Identify Staff Levels and SKA’s • What SKA’s are needed to perform the targeted job functions? • What extra training is required? RHIOT, Station Trainers Course, ARTE Course, SARnav Course?

  8. Forecast Skills and Knowledge Gaps • List critical knowledge and skill gaps that exist or will exist due to retirements and potential turn-over.

  9. Develop a Plan

  10. Develop a Plan • Station management agrees to replacements • Approach possible replacements and sound them out • Develop a knowledge transfer plan, communicate, implement and monitor it • Evaluate the possible replacements progress and revise as necessary

  11. Knowledge Transfer

  12. Knowledge Transfer • The process of sharing knowledge between on person and another • If knowledge has not been absorbed, it has not been transferred

  13. Types of Knowledge: Explicit • Structured – Data elements that are organized in a particular way for future retrieval; e.g., documents, databases, spreadsheets • Unstructured – Information not referenced for retrieval; e.g., emails, images, audio or video selections

  14. Types of Knowledge : Tacit • Knowledge that people carry in their heads. • It is difficult to assess and access, as most people are not even aware of what they possess or how it is of value to others. • It provides context for ideas, experiences, people, and places and is not easily captured.

  15. Recommended Practices Documenting processes Document library Manuals for positions Trail period in position Shadowing a position Lessons Learned Debriefing Mentoring Structured On-the-Job training Knowledge Transfer/ Management Strategies 1

  16. Position Shadowing - What

  17. Position Shadowing - What • Spending time with someone in their position to observe and learn about a particular occupation.

  18. Position Shadowing Tips • Share a little history of the position • Talk about the roles & responsibilities • Describe the personal attributes that match the position • Discuss knowledge requirement and skills required for the position

  19. Structured OJT - What • Instruction usually involving learning skills or procedures in a hands-on manner following a defined process.

  20. Structured OJT - Tips • Use good performers • Provide training after analysing the job, breaking into tasks, and develop procedures and aids for teaching • Describe, Describe & Demonstrate, Trainee Performs, Trainee Describes & Performs, Trainee Practices • Tell trainee where to go for help and provide follow-up

  21. Leadership Development Variety of Experiences + Challenging Assignments + Ability & Willingness to Learn

  22. Succession Plan Summary • The succession plan summary shown, is included only as an illustration of what the planning involves

  23. Key Position Title Incumbent Name Position Vulnerability Succession Candidate Names Open in < 1 Yr Open in 1–3 Yrs Open in 3 + Yrs Ready in < 1 Yr Ready in 1–3 Yrs Ready in 3 + Yrs SUCCESSION PLAN SUMMARY ORGANIZATION:_STATION 13____________________ X Pugh Barney Station Leader X Pew Wright Coxswain X Barney McGrew Cuthbert Dibble Grubb

  24. Succession Plan Summary • The succession plan is necessary for a healthy station, and consideration needs to take place today, and be regularly reviewed. • The sudden departure of a coxswain or station leader can be difficult to overcome, especially if unplanned.

More Related