CEO and Board Succession Planning
|
|
- Maude Singleton
- 8 years ago
- Views:
Transcription
1 CEO and Board Succession Planning Director s Institute Southeast Leadership Development Conference November 4, 2015 Who has been involved with recruiting a new CEO at your credit union? 2 1
2 Format of Presentation Answers to questions are printed in red on slides. Page number from the course manual where the answer appears is printed in red on the slides. Question number is also printed in red. If time permits, we will have a review before test. 3 Module Objectives Understand the influences that increase demand for CEOs and other senior executives Explain the elements of a CEO succession plan Understand the demands of a leadership emergency Understand the difference between plans for emergency and non-emergency Identify challenges that the board may face in CEO searches or searches for other executives Know the importance of Leadership Development within the credit union Identify methods to recruit and prepare volunteers for the board 4 2
3 Why is this topic even more important in today s environment? 5 Competing for Talent at the Top Projections show that half of all credit unions will need to recruit a new CEO within the next 10 years. (Q1, P3) Retirement of the boomers Getting a better offer maybe due to the retirement of a boomer at another credit union Emergency replacement (death, disability) Board chooses to replace the CEO Board of Directors responsibility to attract, hire and retain a qualified CEO Having a succession plan is a proactive way to prepare to fulfill your responsibility 6 3
4 Succession Planning The primary objective of a succession plan is to create a smooth process for replacing the departing CEO. (Q2, P5) The high number of retirements will create a shortage of all types of executives. (Q3, P6) Board s responsibility to plan for replacing the CEO CEOs responsibility to plan for replacing other leaders Organizational leaders (i.e. other executives) Strategic leaders (i.e. Business lending manager) 7 Benefits of Succession Planning Members to continue to receive high quality products and service regardless of leadership changes (Q4, P9) The Board is prepared to replace the CEO in a timely manner Leadership depth is created The credit union is prepared to develop new services Senior executives are retained Succession planning and leadership development are part of the strategic plan Employee morale improves Concerns of the regulators are anticipated The credit union movement benefits 8 4
5 Effective Succession Plans Respond to Emergencies List short term and long term tasks Provide a directory of resources Assess other senior executives and guide their development Provide a framework for the selection of a new CEO Are Flexible Reflect the unique nature of your credit union Reassure members and employees Always focus on a process, rather than one specific individual (Q5, P13) 9 Emergency Succession Planning 10 5
6 Emergency Succession Plan Could be the same as your overall succession plan or it could be a subset of that plan (Q6, P15) Must keep in mind that staff, the board and possibly members will be grieving the loss of the CEO. Checklist that summarizes crucial steps and provides a time frame for accomplishing these steps (Q7, P15) 11 Components of the Plan Purpose of the plan When the plan is to be put into place Possibly the long term objectives of the plan Interim Management Team The team can cover all the credit union s immediate needs even if the CEO and the second in command are not available. (Q8, P16) 12 6
7 Components of the Plan (cont.) Immediate Communication List The communication should give information about the CEO with the key message that business as usual will continue. (Q9, P17) If possible include the name of the interim CEO Board, Employees, Regulators, LSCU, Sponsor Groups, Business Partners (CMG, Audit Firm, Corporate CU, etc.), media (trade publications or other) 13 Components of the plan (cont.) Special Board Meeting (no later than 24 hours) Designate an interim CEO or Management Team (Q10, P18) Provide written notice of the interim CEO Communication the interim CEO to employees Authorize the transfer of vital information and powers Determine whether records should be secured Audit Management Assessment 14 7
8 Components of the plan (cont.) Organizational Chart Search Committee, CEO Job description, Advertisement, RFP for Search Firms, Interview Script, Candidate Evaluation Form Verification of credentials of candidate List of Resources and Key Contacts 15 Benefits of using a search firm Experience Knowledge of the system Network Analyze organizational needs High quality search materials Background screening and pre employment testing Focused 16 8
9 Considerations in using a search firm Cost which varies among firms National firms 20 40% of first year s salary HRx (LSCU firm) Typically 12 15% of first year s salary Compare price, experience, type of search your position requires Determine how well the firm can articulate what you as a board are looking for and assess level of comfort and trust that you have in the individual who will conduct the search Ensure that there are no future expectations of the CEO from the firm that you select this may be hard to determine Consider their methodology Process for vetting candidates Timeframe for search Video interviews to save money - not always a good plan 17 Termination for Cause Consult with an experienced employment attorney LSCU can provide referrals if necessary Prepare for the discussion Assess and plan for safety concerns Consider location Craft the discussion Have all applicable HR termination documentation prepared and available Anticipate questions and prepare answers All other parts of the plan apply with COMMUNICATION being the most important Ensure all security measures are taken Codes, combinations, passwords, notification to key business partners 18 9
10 Non- Emergency Succession Planning But NOT this relaxed! More relaxed time frame Increased opportunity to verify that the CEO selection matches its long-term strategic objectives Same components as the Emergency Plan Timing considerations How much notice do you have? Is it addressed in the CEO contract? Need for an Interim? 19 Measures to keep the plan in step with your current strategic direction Update the plan annually to ensure that the job description and other materials are accurate (Q11, P26) Aim at attributes as well as skills Help shape the interview Provide an adequate budget Use human resources support 20 10
11 Issues and Ideas Risk of creating an Heir Apparent From a legal perspective, the credit union may have a legal obligation to hire the person even if the needs have changed (Q12, P29) Interim Issues The interim CEOs authority and term should be spelled out (Q13, P30) Expect to pay an appropriate rate for an interim CEO Ability to apply for the CEO position Sensitive issues The interim CEO should avoid decisions about former peer performance evaluations or compensation (Q14, P31) Time and Money Transition Costs Search Costs Leadership Development Costs (Q15, P31-32) 21 Board Role Board s role in setting policy and defining the vision for the future remains. Avoid the temptation to become involved in operations Selecting the right CEO Review selection materials to ensure they match the CUs strategic goals. Look for both hard and soft skills (Q 16, P 33) Ask open-ended questions assess ability to think quickly and to communicate effectively Look Beyond lists of experiences and accomplishments - find a CEO that fits your credit union Search flexibility if you have the right internal candidate might be better not to complete a search
12 Does your credit union have a Leadership Development Program? 23 Leadership Development Enterprise wide programs enhance the skills of all employees (Q 17, P. 38) Creates a strong pool for all positions Executive programs more intense Management Assessment part of succession plan Reviews each executive s strengths, areas for improvement, leadership development recommendations, readiness fro promotion and interest in promotion. (Q 18, P. 39) Conduct an annual exercise where each manager identifies employees to replace them. Recognize different paths Desire Availability of positions according to timeline of employee 24 12
13 Resources and Methods of Development Allocate resources to Leadership Development ($ and Time) Internally developed programs need strong champion Hire ahead program Credit Union Associate Program Leadership Development Program Project FUSE CUNA programs, CUES programs, non-industry specific Job Rotations Educational Assistance as an employee benefit Mentoring A variety of methods can be effective (Q. 19, P ) 25 How does your credit union recruit directors? 26 13
14 Board Succession Planning Role of the board CEO role is more complex than in the past, the board role has evolved to focus on setting policy (Q20, P. 43) Commit time and energy challenge with younger generations Identifying good board candidates Ask interested members to speak up Board and CEO look for good candidates Keep a list Ask Employees Consider diversity (age, ethnicity, gender, work background, geography, financial background net savers, net borrowers, etc.) Consider remote board meetings Get a bond check 27 Preparing a better board Provide packet to nominees Use committees as a training ground Create Board Associates Offer Board Orientation Encourage and fund board education Rotate officers 28 14
15 Summary of Today Create a process for replacing the CEO Identify interim leadership options Provide step by step guide for emergency situations Develop an internal leadership supply Take a systematic approach to recruiting board candidates 29 Thank You! Thank you for participating in today s Director s Institute. If you have any questions about resources, educational events or other benefits available to LSCU members, please let me know. Lisa Burroughs, Chief Operations Officer, LSCU and Affiliates Lisa.burroughs@myleverage.com , ext (office) (cell) Teresa Gray, Vice President, Education Teresa.gray@lscu.coop ( ) , ext (office) (cell) 30 15
Succession Plan. Planning Information and Plan Template December 2010. Succession Planning 2010
Succession Plan Planning Information and Plan Template December 2010 Northland Foundation The Keeley Group Page 1 Introduction Succession Planning is an important component often addressesd as part of
More information2) Consult with Human Resources or outside expertise to advise on personnel issues regarding disability insurance, etc.
Section 1: Succession Policy SUCCESSION PLAN CEO Succession Plan Policy A change in executive leadership is inevitable for all organizations and can be a very challenging time. XXX has created a CEO Succession
More informationEXECUTIVE SUCCESSION PLAN
EXECUTIVE SUCCESSION PLAN PLANNING AND PREPARATION The Board of Directors and Management of Lacamas Community Credit Union (LCCU) recognize that a realistic Succession Plan is critical to the future of
More informationOBJECTIVES. To discuss what succession planning is. To discuss what succession planning is NOT. To discuss why is succession planning needed?
SUCCESSION PLANNING OBJECTIVES To discuss what succession planning is To discuss what succession planning is NOT To discuss why is succession planning needed? To discuss the basics of succession planning
More informationFinancial Disclosure. Objectives. Succession Planning for Administrators. Succession Planning for Administrators
Succession Planning for Administrators Maureen Waddle, Elizabeth Holloway, & Andrew Maller BSM Consulting 2015 ASCRS ASOA Symposium & Congress Financial Disclosure Succession Planning for Administrators
More informationNiner Talent User s Guide. Part 2: SPA Applicant Tracking
Niner Talent User s Guide Part 2: SPA Applicant Tracking TOC Title Section 2: Applicant Tracking... 5 Overview... 5 Introduction... 5 Purpose... 5 How to Create a New Job Posting... 6 Applicant Tracking
More informationALL WALES CREDIT UNION SUPPORT PROGRAMME. Securing the Future: A Guide to Maintaining Expert Boards by Succession Planning
ALL WALES CREDIT UNION SUPPORT PROGRAMME Securing the Future: A Guide to Maintaining Expert Boards by Succession Planning This guide has been produced by The Social Investment Business for credit unions
More informationCEO Landscape Succession Planning
CEO Landscape Succession Planning Presenter Gene Mandarino Presentation Objectives Define succession planning List components of a succession plan Understand the steps required to do a full succession
More informationControlling Leadership Talent Risk: An Enterprise Imperative. By Seymour Adler, Senior Vice President and Amy Mills, Vice President
Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern
More informationFINDING IMMIGRANT TALENT
FINDING IMMIGRANT TALENT This Tip-Sheet reviews ideas, skills and resources required to attract and recruit immigrant workers. When Developing Job Postings Review all the key communication skills required
More informationINTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS
INTEGRATE CHANGE INTO YOUR WORKFORCE STRATEGIC TALENT MANAGEMENT SOFTWARE SOLUTIONS WHY TEDS? Fully Integrated TEDS Talent Management Solutions are fully integrated, allowing information to be shared among
More informationProject Human Resource Management. Overview of PMBOK Basics
Human Resource Management Overview of PMBOK Basics Michael R. Williams Ph.D. Professor - College of Business Administration Director Professional Sales Institute Illinois State University Campus Box 5590
More informationOnboarding Program FAQ s For Managers
Onboarding Program FAQ s For Managers Table of Contents AUTOMATED PRE-EMPLOYMENT ONBOARDING SYSTEM....2 ORIENTATION 4 DEVELOPMENTAL ROADMAP..6 MENTORING...7 SURVEYS..10 1 Automated Pre-Employment Onboarding
More informationCareer Management. Succession Planning. Dr. Oyewole O. Sarumi
Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development
More informationHUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are
HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of
More informationThe Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR
The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your
More informationHuman Resource Strategic Plan
Human Resource Strategic Plan (Condensed Version) A dynamic and diverse workforce of highly skilled people working together to deliver excellent service to the community of Winnipeg Vision A dynamic and
More informationSUCCESSION PLANNING and LEADERSHIP DEVELOPMENT
SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT TOOLKIT April 2015 CONTENTS 1 Succession planning 3 What is succession planning? Succession planning process Leadership development 4 What is leadership development?
More informationUTHealth Applicant Tracking System (ATS) Classified Recruitment
UTHealth Applicant Tracking System (ATS) Classified Recruitment Objectives: Review the workflow steps of the classified requisition and candidate tracking process Outline the process for creating classified
More informationVd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS
Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)
More informationHow To Understand Organizational Power And Politics
HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates
More informationQualities of Leadership Excellence at Sodexo. Competencies of a Sales Executive or Sales Vice President
Qualities of Leadership Excellence at Sodexo Competencies of a Sales Executive or Sales Vice President Helping You Reach Your Full Potential! This brochure is for you, the Sodexo sales executive or sales
More informationHIRING MANAGER ONBOARDING GUIDE
HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to
More informationA Human Resource Capacity Tool for First Nations // planning for treaty
A Human Resource Capacity Tool for First Nations // planning for treaty table of contents Introduction //...3 Tools //... 9 HR Planning Timeline... 9 Stage 1 Where are we now?...11 Stage 2 Where do we
More informationASSISTANT HUMAN RESOURCES MANAGER
CITY OF URBANA Human Resources Division ASSISTANT HUMAN RESOURCES MANAGER JOB DESCRIPTION Department: Executive Division: Human Resources Work Location: Urbana City Building Percent Time: 100% ( Full-time)
More informationDepartment of Human Resources
Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational
More informationSalt Lake Community College ASSOCIATE DEAN (AD) MODEL PROCEDURES
PURPOSE: Salt Lake Community College values and endorses strong and effective academic leadership, and first tier academic leadership, Associate Deans (ADs), are the foundation for strong and effective
More informationExecutive Search. Human Resource Consulting
Executive Search Human Resource Consulting Our mission is to help our national and international clients attract, select, develop, and retain the best talent possible to ensure organizational effectiveness,
More informationInternship Guide. Get Started
Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want
More informationBest Practices module
Best Practices module SUCCESSION PLANNING Presented by: Joy Davis Cultural Resource Management Program Contents BCMA / Best Practices Modules Page 1. Introduction Page 2 Relevance and Implications for
More informationCareer Development and Succession Planning. Changing Landscape of HR 2012 Conference
Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.
More informationImplementing a Strategic Human Resources Program: ASA s In the Trenches Experience Becoming an Employer of Choice. Authors:
Implementing a Strategic Human Resources Program: ASA s In the Trenches Experience Becoming an Employer of Choice Authors: Karen Pallansch General Manager Alexandria Sanitation Authority 1500 Eisenhower
More informationOn-boarding. A Process for Retaining the Best Talent. MARCH 2010 Developed by Agency Human Resource Services, DHRM 1
On-boarding A Process for Retaining the Best Talent MARCH 2010 Developed by Agency Human Resource Services, DHRM 1 Introduction to On-boarding On-boarding is a major tool in successful talent management
More informationRHODE ISLAND DEPARTMENT OF ENVIRONMENTAL MANAGEMENT. Office of Human Resources. 2000-2001 Program Work Plan Draft - August 1999
RHODE ISLAND DEPARTMENT OF ENVIRONMENTAL MANAGEMENT Office of Human Resources 2000-2001 Program Work Plan Draft - August 1999 I. Program Description: The Office of Human Resources performs all support
More informationCreated 12-14-2010 12-13-2010 Actual Completion. Last Modified 12-03-2013 12-03-2013
Project Details Title Succession Planning: A Model for a Sustainable Future Status COMPLETED Category 5-Leading and Communicating Updated 09-26-2013 Timeline Reviewed 10-04-2013 Planned Project Kickoff
More informationSuccession Planning Process
Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their
More informationSuccession Planning: Your Bank s future leadership
Succession Planning: Your Bank s future leadership 1 Succession Planning Immediate and Long-Term Plan for Both If the CEO of your bank won the lottery tomorrow, who could run your bank? Planning for an
More informationThe IIA Global Internal Audit Competency Framework
About The IIA Global Internal Audit Competency Framework The IIA Global Internal Audit Competency Framework (the Framework) is a tool that defines the competencies needed to meet the requirements of the
More informationSuccession Planning - Dress Rehearsal for the Understudies By Donald H. Hutton
Succession Planning - Dress Rehearsal for the Understudies By Donald H. Hutton This article 1st appeared in the November 2003 issue of Trustee Magazine. Many hospital and health system CEOs looking ahead
More informationRecruiting & Retention Opportunities for the Energy Industry in a Changing Environment. James Wright Managing Director Energy Practice
Recruiting & Retention Managing Director Energy Practice Nearly 50 percent of the workforce in the energy sector plan to retire within the next 10 years, causing an intellectual gap in the industry. The
More informationFixed Scope Offering for Oracle Fusion HCM. Slide 1
Fixed Scope Offering for Oracle Fusion HCM Slide 1 Today s Business Challenges Adopt leading Global HCM practices. Streamline the HCM processes and achieve measurable efficiencies. Achieve HR excellence
More informationStrategic Planning. Strategic Planning
4 Strategic Planning Strategic Planning 1 4 TABLE OF CONTENTS Strategic Planning 3... What is Strategic Planning? 3... Why do Strategic Planning? 4... Assessing Your Strategic Planning 5... Developing
More informationRoger Williams University s EMPLOYMENT PROCESSING POLICY & PROCEDURE
Roger Williams University s EMPLOYMENT PROCESSING POLICY & PROCEDURE PREFACE Development and maintenance of the university s position and personnel structure and roster, is central to the realization of
More informationSharePoint HR and Financial Software
SharePoint HR and Financial Software Lanteria is the world s leader in developing HR software for SharePoint. We deliver high-quality solutions that help our customers to improve the efficiency of their
More informationCorporate Leadership Training and Development Audit September 2011. Leaders in building public trust in civic government.
Corporate Leadership Training and Development Audit September 2011 Leaders in building public trust in civic government Audit Department Table of Contents Executive Summary... 3 Key Observations and Recommendations...
More informationOverview. Why EffectiveStaff
Overview Lanteria is a SharePoint based HRM solution that facilitates and automates the entire HR management cycle in a company. The organizes the central storage of all HR information, guides and supports
More informationModule 4: A Guide to Succession Planning, What Every Director Needs to Know. May 17-18, 2015
Module 4: A Guide to Succession Planning, What Every Director Needs to Know May 17-18, 2015 Purpose and agenda The purpose of the training is to provide directors with practical information on the need
More informationState of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time
State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3
More informationTalent Acquisition STAFFING. By Steven V. Manderscheid, Ed.D. Learning Module Outline, Syllabus and Worksheets
By Steven V. Manderscheid, Ed.D. Learning Module Outline, Syllabus and Worksheets STAFFING 1 2008 SHRM. Steven V. Manderscheid, Ph.D. About this Learning Module This learning module is designed to teach
More informationFrom Orientation to Onboarding
From Orientation to Onboarding South Carolina Budget and Control Board Human Resources Division 8301 Parklane Road Columbia, SC 29223 www.ohr.sc.gov 803-896-5300 Updated January 2014 Introduction What
More informationBUSINESS PLAN: Human Resources
BUSINESS PLAN: Human Resources How does this service contribute to the results identified in the City of London Strategic Plan? A strong economy A vibrant and diverse community A green and growing City
More informationWorkforce Diversity: The Fresh Face of Employment in Canada
Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving
More informationSuccession Planning. Passing The Torch To Our Future Leaders. Gary Milewski Perkins+Will, Inc
Succession Planning Passing The Torch To Our Future Leaders Gary Milewski Perkins+Will, Inc There are two kinds of people in organizations: Those with 20 years experience and those with one year experience
More informationTaking Care of Your Company s Future: 3 Best Practices for Succession Planning
Taking Care of Your Company s Future: 3 Best Practices for Succession Planning Copyright 2008 SuccessFactors, Inc. I. Introduction More successful businesses are embracing succession planning to deepen
More informationPOLICY ON SUCCESSION PLANNING FOR THE BOARD AND SENIOR MANAGEMENT
POLICY ON SUCCESSION PLANNING FOR THE BOARD AND SENIOR MANAGEMENT Page 1 of 7 CONTENTS S. No. Content Page No. 1 Background and Significance 3 2 Objectives of the Succession Planning Programme 3 3 Applicability
More informationThis page was left intentionally blank.
This page was left intentionally blank. Workforce Planning Model Steps What This Step Accomplishes 1. Define the Scope Determines our focus could be long or short term could be a specific business unit
More informationCourse Author: Dr. Monica Belcourt, School of Human Resource Management, York University; Ron Alexandrowich and Mark Podolsky
Strategic Human Resources Planning Course Author: Dr. Monica Belcourt, School of Human Resource Management, York University; Ron Alexandrowich and Mark Podolsky Description: The course provides students
More informationHuman Resources. Be a strategic leader and partner, promoting organizational and individual effectiveness.
Human Resources Be a strategic leader and partner, promoting organizational and individual effectiveness. Administration Budget, Accounting and Purchasing HRIS and RMIS Payroll Audit 4.5 FTE Civil Service
More informationSuccession Planning and Career Development
Succession Planning and Career Development Succession Planning and Career Development All trademarks are the property of their respective owners. IAAP claims no ownership interest in the trademarks. Table
More informationHow To Teach Human Resources Management
Human Resources Management Training Curriculum Technical Assistance to the New Partners Initiative (TA-NPI) New Partners Initiative Technical Assistance Project (NuPITA) The New Partners Initiative Technical
More informationConsulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers
Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage
More informationThe Business Case for Succession Planning. University of Florida Executive Education
The Business Case for Succession Planning University of Florida Executive Education Succession Planning A continuous process of identification, assessment, and development of talented individuals as they
More informationHiring Staff @ Brown. A Guide to the Staff Hiring Process and Best Practices
Hiring Staff @ Brown A Guide to the Staff Hiring Process and Best Practices Introduction Purpose University Human Resources (UHR) partners with hiring departments across campus to recruit and hire a diverse
More information6. Chief human resources officer
6. Chief human resources officer A Chief Human Resources Officer (CHRO) is a corporate officer who oversees all human resource management and industrial relations operations for an organization. Similar
More informationWORKIVA INC. CORPORATE GOVERNANCE GUIDELINES
WORKIVA INC. CORPORATE GOVERNANCE GUIDELINES The Board of Directors (the Board ) of Workiva Inc. (the Company ) has established the following guidelines for the conduct and operation of the Board. These
More informationQualities of Leadership Excellence at Sodexo. Competencies of an Operations Vice President
Qualities of Leadership Excellence at Sodexo Competencies of an Operations Vice President Helping You Reach Your Full Potential! This brochure is for you, the Sodexo operations vice president. It will
More informationTHE HIRING PROCESS. hiringprocessredux2 1
THE HIRING PROCESS A Guide for Vice Presidents, Directors, Managers and Supervisors to Assist Them with the Hiring Process at Wheeling Jesuit University 1 Hiring Process The following delineates the process
More informationBoard Governance and Best Practice Checklist
Board Governance and Best Practice Checklist Developed in consultation with www.creativeoptionc.com This tool was designed to help nonprofit organizations assess their organizational capacity against a
More informationHow To Integrate Software And Systems
September 25, 2014 EFFECTIVE METHODS FOR SOFTWARE AND SYSTEMS INTEGRATION P R E S E N T E D B Y: D R. B O Y D L. S U M M E R S 1 Software Engineer (Quality) Defense and Space The Boeing Company - Seattle,
More informationHUMAN RESOURCES RECRUITMENT AND HIRING POLICY. Church Hill Preparatory Academy
Introduction Human resources management is the process through which we attract, train, motivate, evaluate, compensate and retain our important people---the faculty, staff and administrators who run the
More informationINSPECTOR GENERAL UNITED STATES POSTAL SERVICE
OFFICE OF INSPECTOR GENERAL UNITED STATES POSTAL SERVICE Corporate Succession Planning Program Management Advisory Report April 23, 2014 Report Number April 23, 2014 Corporate Succession Planning Program
More informationSUCCESSION PLANNING GUIDELINES
SUCCESSION PLANNING GUIDELINES Introduction Succession planning is a process for identifying and developing internal people, both employees and volunteers, with the potential to fill key positions in the
More informationB408 Human Resource Management MTCU code - 70223 Program Learning Outcomes
B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,
More informationABBVIE INC. GOVERNANCE GUIDELINES. I. Director Independence and Qualifications... 1. II. Director Responsibilities... 2
ABBVIE INC. GOVERNANCE GUIDELINES I. Director Independence and Qualifications... 1 II. Director Responsibilities... 2 III. Board and Committee Meetings... 3 IV. Board Committees... 3 V. Director Access
More informationCertified Human Resources Professional Competency Framework
Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the
More informationCSR / Sustainability Governance and Management Assessment By Coro Strandberg Principal, Strandberg Consulting www.corostrandberg.
Introduction CSR / Sustainability Governance and Management Assessment By Coro Strandberg Principal, Strandberg Consulting www.corostrandberg.com June 2015 Companies which adopt CSR or sustainability 1
More informationPriority functions of the [CEO] position The full CEO position description is attached. (See Attachment 1)
Emergency Backup Succession Plan Note: When developing a backup plan for the CEO or other executive team staff, you will need a copy of the job description and agency organizational chart. In addition,
More informationUS Geological Survey. Office of Human Resources Customer Service Plan
US Geological Survey Office of Human Resources Customer Service Plan Table of Contents Human Resources Customer Service Plan... 3 Introduction - Vision and Mission Statements... 3 Codes of Conduct... 3
More informationHiring Procedures and Guidelines
Hiring Procedures and Guidelines 33.99.01.R0.01 Employment Practices Updated 10/06/2014 A Guide for Hiring This document is provided to be a guide for the hiring process. The document, tools referenced,
More informationHiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933
Hiring & Onboarding (Orientation) Cost Savings Web: www.teamnfp.com Toll-Free: 866-748-2933 Welcome to Hiring & Onboarding Cost Savings Oct. 22, 2014 Sponsored by TeamNFP & Your MIP Business Partner Housekeeping
More informationCERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE
CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business
More informationCertified Nonprofit Consultant (CNC)
Certified Nonprofit Consultant (CNC) WHY DO EXECUTIVES SECURE THE CNC CREDENTIAL?...to validate their professional achievements and personal commitment to advance the common good. Certified Fundraising
More informationHuman Resources Management Program Standard
Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges
More informationAgenda. Strategic Succession Planning: Building Your Bench Strength. The Numbers say. SP Defined* The Art of Choosing Positions
Agenda Strategic Succession Planning: Building Your Bench Strength The Business Case for Succession Planning The Wedding: Succession Planning meets Leadership Development Top 10 Ideas for Building Your
More informationRecruiting Manager Announcement Number SE-16-0137
Career Opportunity This is not a Federal Position We are currently accepting applications to fill the following vacancy: Recruiting Manager Announcement Number SE-16-0137 OPEN DATE: March 17, 2016 CLOSING
More informationWhen Completed: This procedure is performed whenever personnel actions are needed.
Effective Date: April 27, 2015 Revised Date: April 20, 2015 Prepared By: Stacie Bell Approved By: Mona Adkins-Easley Next Review Date: April 27, 2016 Title: Purpose: Scope: Personnel Action Form Procedure
More informationCANADIAN NATIONAL RAILWAY COMPANY CORPORATE GOVERNANCE MANUAL. Approved by the Board of Directors. on March 2, 2004. and last updated as at
CANADIAN NATIONAL RAILWAY COMPANY CORPORATE GOVERNANCE MANUAL Approved by the Board of Directors on March 2, 2004 and last updated as at March 10, 2015 DOCSMTL: 118334\63 TABLE OF CONTENTS 1. OVERVIEW...
More informationThe Nominating Process and Corporate Governance Committees: Principles and Commentary
The Nominating Process and Corporate Governance Committees: Principles and Commentary April 2004 Business Roundtable is an association of chief executive officers of leading corporations with a combined
More informationHIRING & COMPENSATION. An approach for supervisors
HIRING & COMPENSATION An approach for supervisors 1 Employment & Recruiting Services (ERS) is available to help you with your recruiting needs More than 3,900 employees help make Caltech a worldwide center
More informationThe Future: Succession Planning, Competencies and Staff Development. Session Objectives. Succession Planning
The Future: Succession Planning, Competencies and Staff Development Amy R. Hurd, Ph.D., CPRP Illinois State University Cindy A. Curtis, CPRP Director City of Virginia Beach Session Objectives Identify
More informationCLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES
CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES Under general direction, employees in this classification are responsible
More information11/12/2013. Role of the Board. Risk Appetite. Strategy, Planning and Performance. Risk Governance Framework. Assembling an effective team
Role of the Board Risk Appetite Strategy, Planning and Performance Risk Governance Framework Assembling an effective team Role of the CEO Accountability and Disclosure 1 Board members should act on a fully
More informationSUCCESSION PLANNING AND MANAGEMENT GUIDE
SUCCESSION PLANNING AND MANAGEMENT GUIDE HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland and Labrador P.O. Box 8700 St. John s Newfoundland
More informationDoDEA Personnel Center HR Competency Definitions
DoDEA Personnel Center HR Competency Definitions ATTACHMENT 10 Business Management Competencies Business Process Reengineering Applies business process reengineering principles and techniques to reengineer
More informationSelf-Help Public Charter School Loan Application
Self-Help Public Charter School Loan Application Thank you for your interest in Self-Help. We have been a charter school lender since 1997 and look forward to using our experience to serve your school.
More informationRecruitment. Overview. Benefits. What it looks like. 3. Making an Offer. 1. Managing Vacancies. 2. Managing Applicants
Recruitment Overview ESR manages the entire recruitment process from the identification of the initial vacancy, through the selection of suitable applicants, to an offer being made to the successful candidate.
More informationManager's Guide. nboarding. Building Employee Engagement
Manager's Guide nboarding Building Employee Engagement 2 Onboarding: Building Employee Engagement Why an Onboarding Strategy? Effective onboarding of new hires can increase an employee s effort in excess
More informationLabour market evolution
Labour market evolution Opportunities and challenges in the war for talents Prepared by: Karolina Radziszewska Human Resources Director Date: 30 June 2011 Agenda 1) Main trends shaping the labour market
More informationWashington Elementary School District Strategic Action Plan 2014-2017 Talent Management Plan Updated July 2014
Washington Elementary School District Strategic Action Plan 2014-2017 Vision: The Washington Elementary School District is committed to achieving excellence for every child, every day, every opportunity.
More information