Succession and Development System
Instructions: On the spaces provided to the left of the items, list your top 3-5 (A-B-C-D-E) priorities to get started building this system. Also list your lowest priorities (X-Y-Z).
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1. | Organization-wide Strategic Planning in place |
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2. | Annual Plans and Budgets in place for all departments with clear accountability |
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3. | Executive/Employee Development Board established |
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4. | HR Strategic Plan developed, approved and committed to |
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5. | HR Department Yearly Plans and Objectives in place with clear accountability |
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6. | Desired Core Organizational Competencies defined to guide overall hiring |
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7. | Workforce Planning conducted to learn hiring/succession needs over next 1-2 years |
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8. | Clear and complete job profile and expectations for open jobs |
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9. | Interview – hiring – selection – promotion skills and decision making process vs. competencies – for Senior Management/other management |
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10. | Giving and receiving feedback – plus – handling conflict skills for Senior Management/other management |
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11. | Performance Management program, cycle and evaluation – Appraisal Form supports the Strategic Plan for each individual |
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11a. | Mentoring and Coaching Skills course for Senior Management/ other managers to set clear goals and follow-up with each employee |
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11b. | Performance Improvement Skills course for Senior Management/ other managers for day-to-day and periodic performance reviews |
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11c. | Concurrent Performance Appraisal Skills courses for Senior Management/other managers. |
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11d. | Career Development Program and forms defined – for each individual’s selfdevelopment. |
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12. | Rewards and Recognition Systems – to reinforce high performance as well as the role of coaching/developing others by Senior Management/other management. |
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13. | Succession planning/program and forms established – in a confidential way – for Senior Management’s eyes only |
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14a. | Individual Development Plans (IDPs) for each individual based on succession planning and career development. |
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14b. | Alternate “Development” Solutions defined by senior management and available for IDPs of others. |
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14c. | Needs analysis conducted and “Training” courses available for common needs. |
Proactive Succession and Development
Change your organization from:
“Openings waiting for qualified people
to
Qualified people waiting for openings.”
—Steve Haines, 1998