Succession Planning

The challenge most organizations are facing today is that a large number of its executives and managers are retiring in the next five years or may leave the organization for other opportunities. Succession planning integrates human resource planning with business planning and systematically creates a plan to ensure operations are not impacted by the departure of key staff. 

Succession plans can be used as a retention tool which allows people to grow and build their qualifications/competencies with, but also without formal promotions in the organization.  Succession Planning is most successful if both the employer and the employees take responsibility for it.  The Employer is expected to be fair and provide employees opportunities to develop the required qualifications and competencies.  The employee, however also has a responsibility for their own development and to help those aspiring to their position. We will assist to develop a succession plan which ensures the future needs of the organization are met, while considering the career aspirations of employees.

Working with you we will:

  1. Assist with project planning and communication.
  2. Define critical positions and the accountabilities, essential qualifications, competencies and knowledge required to successfully perform its duties.
  3. Develop and administer assessment tools based on your organization’s specific needs. This includes an assessment of an employee’s essential qualifications and assets for a position.
  4. Analyze assessment information and develop an organizational qualifications, skills/competency profile relative to key positions. Develop a summary of position essential qualifications and competency gaps to facilitate systematic learning and coaching.
  5. Develop a succession plan which includes possible successors for key positions, skills/competency and/or qualifications gaps and succession challenges and strengths.
  6. Develop organizational and individual development/learning plans and knowledge transfer plans to ensure uninterrupted operations should a key employee leave the organization.  This includes a combination of formal learning situations, informal on the job learning and planned work assignments.