Succession Planning Women in Public Service
Conference Hamline University
November 15, 2013
What is Succession Planning? 0 Succession planning is an organization’s design to
prepare individuals to fill mission-critical roles as vacancies occur
0 Part of ongoing workforce planning to ensure talent with the right skills in the right place at the right time
0 It focuses on developing talent within the organization
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Success Factors 0 Identify internal needs for critical positions with workforce data
0 Create a strong workforce development plan to meet those needs
0 Integrate recruitment and retention as part of strategy
0 Senior leaders are personally involved and hold themselves accountable for growing leaders
0 Employees are committed to their own self-development
0 Success is based on a business case for long-term needs.
0 A pool of talent is identified and developed early for long-term needs
0 Development based on challenging and varied job-based experiences
Office of Personnel Management, 2005
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Strategic Talent Management
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Human Capital Institute
Succession Planning: Bigger Than it Looks!
1. Identify critical positions 2. Identify competencies for critical positions 3. Identify succession management strategies 4. Document and implement succession plans 5. Monitor and evaluate
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Worksheet: Critical Positions
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0 Which positions, if left vacant, would cause major difficulties in achieving current and future business goals?
0 Which positions, if left vacant would be detrimental to the health, safety, or security of the public?
0 Which positions would be difficult to fill because they require particular expertise and/or the incumbents possess a wealth of corporate knowledge?
0 Is there a current or projected labor market shortage for certain necessary skills in your branch or sector?
0 Is this position the only one of its kind in a particular location and would it be difficult for a similar position in another location to carry out the function?
0 Look at business continuity plans for information on critical roles.
0 Where are the critical positions in your organization?
Developing Talent
10%
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20%
70%
Formal Learning
Social and Informal Learning
Stretch Assignments Work Experiences
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Knowledge Transfer Identify
Essential Knowledge
at Risk
Identify the “Giver”
Identify the “Receiver”
Select Knowledge
Transfer Tools
Monitor and
Evaluate
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Explicit Knowledge
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0 Easily documented, can be shared with or without personal contact.
0 Systems, tools, process guidelines, clients, structures, contacts, partners, etc.
0 Needs updating with changes over time.
0 Has longer lifespan as it is continuously updated and expanded.
Tacit or Implicit Knowledge
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0 What we know, but is not easily articulated.
0 Acquired through personal contacts or hands-on experience.
0 Based on capturing the flow of practiced expertise in in which specific and analytical knowledge become automatic.
0 Social relationships, organizational knowledge, simulations, case studies.
0 Generated through experience; encompasses thinking, interpretation, knowing and improvising.
Knowledge Transfer Examples
User’s Need Knowledge Transfer Method/Tools High performer/critical position is leaving
Knowledge capture interview Process mapping, documentation mentoring, job sharing, guided practice
Organization wants to capture and maintain knowledge
Team review and documentation Cross-organizational community of practice
Accelerate new hire productivity Checklists, job aids, rotational assignments, shadow and map processes, guided feedback
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Manager’s Role 0 Understand organization needs 0 Understand employee goals 0 Is performance skills or fit issue? 0 Identify when staff need to be challenged 0 Connect employees to relevant development
opportunities 0 Communication and feedback 0 Develop knowledge capture system for your unit
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