Please enable JavaScript.
Coggle requires JavaScript to display documents.
Succession Planning in Government (Selection and Training (create strong…
Succession Planning in Government
What is it: the plan an organization develops to meet its most critical employment needs-the plan an organization employs to fill its most critical leadership and professional positions
Planning and Development
no one size fits all approach
no necessarily created by HR but by operations managers on the front lines
Selection and Training
create strong talent pools ready to become leaders of the organization
assess employees
Three levels of assessment: organization analysis, operations analysis, and individual analysis
four suggested training areas: general administration and organization, technical and qualitative, analytical and conceptual, and human skills
Creative ways: increased usage of job rotation, creation of specialized formal training for an elite
group of performers, establishment of co-managers in critical functions to ease older leaders into retirement and prepare new leaders for new roles, and outsourcing hard to-fill
functions and diverting existing staff to more strategic roles
Sustainability
The main goal, whether high performers are identified or
empowered, is to find those employees who have a high sense of job satisfaction,encourage proactive career development, and provide growth opportunities to those
who are willing or able
Evaluation
Employees should be involved
establishes core competencies matching strategic plan
develop a comprehensive, organization-wide,
competency-focused, employee-centric career development program relying upon
multiple dimensions of feedback
Plano Texas Case Study
Silver Tsunami causes need for SP
relies on outside contractors to supervise MP3 program
success comes from support from the top of the foodchain