COURSES
Succession Planning
Succession planning ensures that there are
highly qualified people in all positions, not just today,
but tomorrow, next year and five years from now. In the
past, succession planning typically targeted only key leadership
positions, but in today’s organizations it is important
to include key positions in a variety of job categories.
This means that the kind of behaviors you want to develop
and promote may be different than those in the existing
culture. This course will begin with an assessment of your
current workforce and end with the identification of the
culture and the competencies that are required to support
an agency of the future.
Key Methodologies Covered
This training will give managers the critical
tools to develop and implement successful succession planning
efforts. It is critical not only for short-term success
of the agency, but also for the long-term success in achieving
agency mission.
| Training
Curriculum |
| Day
One Agenda: |
| |
Enhance Your Organizational
Vision
• Devise and implement an effective succession
plan to get the right people in the right position
• Use a Logic Model approach to clarify mission,
goals and strategies |
| |
Succession Planning Framework
• Understand the organization's long-term goals
and objectives
• Identify the workforce's developmental needs
• Determine workforce trends and predictions |
| |
Establish Leadership Planning Boards
• Identify key positions agency wide
• Establish core competencies for critical positions
• Develop diverse candidates to enhance organizational
excellence |
| |
Identify “Profiles of Positive Hires”
for Leadership Positions
• Recognize talent from multiple organizational
levels early in their careers
• Assess individuals’ readiness to assume
possible job openings and compare competency levels |
3:30 |
Ensure Leadership Continuity
• Prepare individuals for increased leadership
and managerial
responsibilities
• Communicate key competencies needed for leadership
positions presently and in the future |
| |
Adjourn |
|
Day Two Agenda: |
| |
Develop Individual Development Plans
• Prepare individual plans that outline specific
activities to enhance their skills and broaden their
experience
• Emphasize developmental assignments in addition
to formal
training |
| |
Develop and Implement Coaching and Mentoring
Programs
• Assist employees in identifying future performance
goals and
expectations
• Provide professional development to enhance
learning in the
workplace |
| |
Evaluate Candidate Performance
• Ensure that candidates are progressing in accordance
with their
developmental plans
• Identify gaps in current employee and candidate
competency levels |
2:30 |
Communicate and Implement Your Succession
Plan
• Identify the right people in your organization
to put succession
management systems in place
• Understand employee motivations and align them
with
organizational objectives |
3:30 |
Case Study: Wining the Game with Succession
Planning
• Use a succession planning/workforce management
model to create and sustain pools of well-qualified
candidates |
| |
Adjourn |
|
|
|
|
DESCRIPTIONS |
| Course
Level: Intermediate |
| Format:
Group-Live |
| Prerequisites:
None |
| Advance
Preparation: None |
CPE Credits: 12
|
| Tuition:
$1095 |
| MEET
CORE COMPETENCIES FOR |
| Human Resources Directors, Recruiters, Staffing Directors and
Workforce Analysts |
| HOW
WILL YOU BENEFIT |
• Ensure that leadership growth keeps up with organizational growth
• Determine workforce trends and predictions
• Identify gaps in current employees and develop individual
development plans |
| GET
CERTIFIED |
The Performance
Institute offers the only comprehensive certification
programs in government management.
This training program is part of the curriculum of the
following certification programs:
|
The Performance Institute
is registered with the National Association
of State Boards of Accountancy (NASBA) as a
sponsor of continuing professional education on the
National Registry of CPE Sponsors. State boards of accountancy
have final authority on the acceptance of individual
courses for CPE credit.
Complaints regarding sponsors may be addressed to the
National Registry of CPE Sponsors, 150 Fourth Avenue
North, Nashville, TN 37219-2417. Web site: www.nasba.org
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