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Briefing on DART Executive Competencies and Succession Planning

Administrative CommitteeJune 23, 2020

Rosa Medina, VP Human Resources

Jeff Ling and Mark Holcombe, Evergreen Solutions, LLC

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• Identify key positions for which a succession plan is necessary

• Identify job requirements• Build competencies• Determine retention strategy• Assess progress

Project Goals

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Project Phases

Kickoff

Document Collection

Project Overview

and Training

Competency Assessment

Leader Assessment

Aspiring Leader

Assessment

Gap Analysis

Capability and

Performance Analysis

Opportunity Identification

Planning

Leader Succession

Plan

Plan of Action

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Self Assessment of Competencies and

Performance

Supervisor Ratings of Subordinate

Competencies and Performance

Comparison and Analysis

Identification of Areas for Growth

Develop Growth Plan

Assessment Steps

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• A Competency Assessment is designed to assess the competencies needed to succeed in a role at its full-performance level.

• Evergreen’s model combines a self-assessment with a supervisory review to assess the competencies currently being utilized in the position/role.

• This allowed Evergreen to evaluate each of the leadership positions at DART and determine which competencies are the most important in the regular performance of job duties.

Competency Assessment

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• Executives at different levels will have varying levels of competency proficiency depending on their current role in the organization.

• The competency gap analysis conducted provides the results of the analysis by looking at supervisor reviews and self-assessments and identifies the areas where the largest gaps appeared between each level compared.

• The information on the following slides outline the competencies that would need to be improved by a typical incumbent to be considered “ready to advance” to a higher level in the organization.

General Overview of Results

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President/Executive Director vs. Executive Vice Presidents:

Competency Gap Analysis Findings

COMPETENCY EXAMPLES

External Awareness

Understands and keeps up-to-date on local, national and international policies and trends that affect the organization and shape stakeholder’s views; is aware of the organization’s impact on the external environment.

Resilience Deals effectively with pressure, remains optimistic and persistent, even under adversity. Recovers quickly from setbacks.

Political SavvyIdentifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly.

Technology Management

Keeps up-to-date on technological developments. Makes effective use of technology to achieve results. Ensures access to and security of technology systems.

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Executive Vice Presidents vs. Vice Presidents:

Competency Gap Analysis Findings

COMPETENCY EXAMPLESLeveraging Diversity

Fosters an inclusive workplace where diversity and individual differences are valued and leverages to achieve the vision and mission of the organization.

Developing Others

Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.

Partnering Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.

TeamBuilding

Inspires and fosters team commitment, spirit, pride and trust. Facilitates cooperation and motivates team members to accomplish group goals.

HR Management

Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.

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Vice Presidents vs. Assistant Vice Presidents:

Competency Gap Analysis Findings

COMPETENCY EXAMPLES

Strategic ThinkingFormulates objectives and priorities and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risk.

Integrity/ Honesty

Behaves in an honest, fair and ethical manner. Shows consistency in words and actions. Models high standards of ethics.

Creativity and Innovation

Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting-edge programs and processes.

AccountabilityHolds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. Complies with established control systems and rules.

EntrepreneurshipPositions the organization for future success by identifying new opportunities; builds the organization by developing or improving products or services. Takes calculated risks to accomplish organizational objectives.

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Recommendations

RECOMMENDATION 1 – Purchase, develop, or conduct training classes focusing on the core competencies that have been identified in this study as those with the largest proficiency gaps.

Core Competency

Training Areas

• Communication• Understanding People• Personal Growth

Management Competency

Training Areas

• Financial Management• Human Resources Management• Technology Management

Leadership Competency

Training Areas

• Leading Change• Leading People• Leading Results• Building Coalitions

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• RECOMMENDATION 2 – Utilize the competency results gathered from this study to create a potential succession plan for key positions at DART.

• RECOMMENDATION 3 – Consider forming coaching or mentoring partnerships or cross-functional teams within the organization to work on projects that take into account the results of this analysis.

• RECOMMENDATION 4 – Continue to utilize this competency assessment in the future on all employees at the AVP level and above to ensure that the organization maintains a strong leadership pipeline.

Recommendations

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