7/8/2016. Leading Practices for Succession Planning In Government

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "7/8/2016. Leading Practices for Succession Planning In Government"

Transcription

1 Leading Practices for Succession Planning In Government Steven Lozano Assistant Director, Strategic Issues Team Government Accountability Office July 17, 2016 Note: The views herein are those of the presenter only. They have not been reviewed by GAO and do not necessarily represent GAO s official position. Some photographs and graphics may be protected by copyright. 2 Strategies to identify, develop and select people to ensure an ongoing supply of successors who are the right people, with the right skills, at the right time for leadership and other key positions and duties. 3 1

2 GAO Human Capital Management Model Leadership Commitment to Human Capital Management Roles of the Human Capital Function Strategic Human Capital Planning Integration and Alignment Data-Driven Human Capital Decisions Talent Management Targeted Investments in People Tailored Human Capital Strategies Results-Oriented Culture Empowerment and Inclusiveness Performance Linked to Organizational Goals 4 Integrated with Other Human Capital Strategies Succession Planning One of several integrated human capital management strategies and processes 5 Strategic Human Capital Management Designated as a GAO High Risk Issue First designated as a high-risk issue in Narrowed to focus on closing mission-critical skills gaps in Agency and government-wide mission-critical skills gaps pose a high risk because they impede the government from cost effectively achieving results. 6 2

3 Government-wide Skills Gaps Identified by OPM and CHCO Council HR Specialist Contract specialist Economist Cybersecurity Auditor STEM 7 Agency Workforce Challenges New demands are being placed on federal agencies. Fiscal challenges will mean fewer available resources. Personnel and training are often the first targeted for spending cuts. New skills and competencies are needed for emerging demands and evolving agency missions. Retirement of a skilled and knowledgeable workforce. 8 Nearly a Third of the Workforce Will be Eligible to Retire by 2019 Percentage of Career Permanent Employees on Board Eligible to Retire 9 3

4 It s the process not the plan *(however, documentation is good) Planning process: Transparent Repeatable Sustainable Communicated Versus Written Succession Plans 10 GAO Identified Six Leading Practices for Succession Planning 1) Receive active support of top leadership. 2) Link to strategic planning. 3) Identify talent from multiple organizational levels, early in careers, or with critical skills. 4) Emphasize developmental assignments in addition to formal training. 5) Address specific human capital challenges, such as diversity, leadership capacity, and retention. 6) Facilitate broader agency transformation efforts. 11 1) Receive Active Support of Top Leadership Agency leadership: Actively participates in developing and implementing an agency succession planning process. Use succession strategies and process on a regular basis. Ensure needed financial and staff resources for these initiatives. 12 4

5 2) Link to Strategic Planning Focus on current and future organizational needs. Use process to help agency become what it needs to be, rather than simply recreating the existing organization. Leverage OPM guidance and reporting processes as well as provisions of GPRA Modernization Act. 13 3) Identify Talent from Throughout the Organization Identify high-performing employees at multiple organizational levels, early in careers, and with critical skills. Target high-potential individuals early in their career as well as recent college graduates and other potential applicants. 14 4) Emphasize Developmental Assignments in Addition to Formal Training Use developmental or stretch assignments that place high-potential staff in challenging roles. Combine developmental assignments along with more formal training to help ensure individuals are capable of performing when promoted into new roles. 15 5

6 5) Address Specific Human Capital Challenges Use the succession planning process to Create a more diverse workforce. Maintain agency s leadership capacity in anticipation of a large percentage of staff eligible to retire over the next several years. Increase retention of high-potential staff. 16 6) Facilitate Broader Transformation Efforts Use the succession planning process to Foster agency wide transformation by selecting and developing leaders and managers who support and champion change within the agency. Support new ways of doing business within the agency. 17 GAO Resources on Human Capital Management Available through GAO.GOV Resources for Federal Managers Best Practices and Leading Practices in Human Capital Management High Risk List 18 6

CHCO FEDERAL CHIEF HUMAN CAPITAL OFFICERs. FEDeRAL. Roadmap

CHCO FEDERAL CHIEF HUMAN CAPITAL OFFICERs. FEDeRAL. Roadmap CHCO FEDERAL CHIEF HUMAN CAPITAL OFFICERs FEDeRAL Roadmap CHCO This Federal Roadmap was developed as a cooperative effort by the Partnership for Public Service, Federal Management Partners, Inc., and members

More information

FEDERAL WORKFORCE. OPM and Agencies Need to Strengthen Efforts to Identify and Close Mission-Critical Skills Gaps

FEDERAL WORKFORCE. OPM and Agencies Need to Strengthen Efforts to Identify and Close Mission-Critical Skills Gaps United States Government Accountability Office Report to Congressional Requesters January 2015 FEDERAL WORKFORCE OPM and Agencies Need to Strengthen Efforts to Identify and Close Mission-Critical Skills

More information

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 September 30, 2011 Strategic Human Capital Plan National Transportation Safety Board Fiscal Years 2011 through 2016 Prepared

More information

SUCCESSION PLANNING AND MANAGEMENT GUIDE

SUCCESSION 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 information

HUMAN CAPITAL MANAGEMENT: A HIGH RISK AREA FOR THE DEPARTMENT OF DEFENSE

HUMAN CAPITAL MANAGEMENT: A HIGH RISK AREA FOR THE DEPARTMENT OF DEFENSE WRITTEN STATEMENT OF MR. PASQUALE (PAT) M. TAMBURRINO, JR. DEPUTY ASSISTANT SECRETARY OF DEFENSE (CIVILIAN PERSONNEL POLICY) DEPARTMENT OF DEFENSE BEFORE THE HOUSE ARMED SERVICES COMMITTEE UNITED STATES

More information

Example: Virginia Tech ~ Human Resources Strategic Plan,

Example: Virginia Tech ~ Human Resources Strategic Plan, Example: Virginia Tech ~ Human Resources Strategic Plan, 2011-2014 Human Resources Mission We provide a positive HR service experience for applicants, employees, and retirees and collaborate with departments

More information

HR Strategy Survey Instrument for Key Leaders

HR Strategy Survey Instrument for Key Leaders HR Strategy Survey Instrument for Key Leaders INTRODUCTION Human Resources as Strategic Partner is one of the critical success factors in the Strategic Alignment system. This critical success factor is

More information

Succession Planning Process

Succession 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 information

HUMAN CAPITAL Update on Strategic Management Challenges for the 21st Century

HUMAN CAPITAL Update on Strategic Management Challenges for the 21st Century For Release on Delivery Expected at 10:00 a.m. ET Wednesday, May 20, 2015 United States Government Accountability Office Testimony Before the Subcommittee on Regulatory Affairs and Federal Management,

More information

Human Capital Management Plan 2004 2008. United States Copyright Office

Human Capital Management Plan 2004 2008. United States Copyright Office Human Capital Management Plan 2004 2008 United States Copyright Office Contents 1 Message from the Register of Copyrights s 3 Introduction Human Capital Framework 3 Our Mission 4 Copyright Office Strategic

More information

Workforce Planning Toolkit

Workforce Planning Toolkit Workforce Planning Toolkit A Guide To Developing Your Agency s Succession Plan 2007 NASPE SUCCESSION PLANNING IN A MERIT SYSTEM Introduction The nation s estimated 78 million baby boomers began turning

More information

The Business Case for Succession Planning. University of Florida Executive Education

The 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 information

U.S. Department of Justice. Mission First...Linking Strategy to Success

U.S. Department of Justice. Mission First...Linking Strategy to Success U.S. Department of Justice Mission First...Linking Strategy to Success Department of Justice Human Capital Strategic Plan 2007-2012 Table of Contents Foreword.......................................................................1

More information

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference

Career 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 information

VA Office of Inspector General

VA Office of Inspector General VA Office of Inspector General OFFICE OF AUDITS AND EVALUATIONS Department of Veterans Affairs Audit of Office of Information Technology s Strategic Human Capital Management October 29, 2012 11-00324-20

More information

HUMAN CAPITAL. Strategies to Help Agencies Meet Their Missions in an Era of Highly Constrained Resources

HUMAN CAPITAL. Strategies to Help Agencies Meet Their Missions in an Era of Highly Constrained Resources United States Government Accountability Office Report to Congressional Requesters May 2014 HUMAN CAPITAL Strategies to Help Agencies Meet Their Missions in an Era of Highly Constrained Resources GAO-14-168

More information

Benchmarking Partnerships

Benchmarking Partnerships Leadership Development Frameworkexample case study This sample Best Practice Leadership Development Framework Capability Case Study is identified and described with other local Australian and international

More information

GAO HUMAN CAPITAL. Using Incentives to Motivate and Reward High Performance

GAO HUMAN CAPITAL. Using Incentives to Motivate and Reward High Performance GAO For Release on Delivery Expected at 10:00 a.m. EDT on Tuesday May 2, 2000 United States General Accounting Office Testimony Before the Subcommittee on Oversight of Government Management, Restructuring,

More information

Career Management. Succession Planning. Dr. Oyewole O. Sarumi

Career 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 information

Economic Development Administration Technology Administration

Economic Development Administration Technology Administration Department of Commerce Report Succession Planning Management Program: Results through Recruiting, Retooling, Leadership Development, and Workforce Training and Development BACKGROUND The Department of

More information

Why Diversity is important

Why Diversity is important CHAPTER 2 DIVERSITY OVERVIEW Why Diversity is important The armed forces pride themselves on being leaders in diversity. In addition to providing equality, diversity gives the military more strength by

More information

Results-Oriented Cultures. Using Performance Management Systems in U.S. Agencies and Abroad

Results-Oriented Cultures. Using Performance Management Systems in U.S. Agencies and Abroad Results-Oriented Cultures Using Performance Management Systems in U.S. Agencies and Abroad Balanced Scorecard Interest Group November 20, 2002 A Model of Strategic Human Capital Management Assesses the

More information

Federal Energy Regulatory Commission

Federal Energy Regulatory Commission Federal Energy Regulatory Commission Diversity and Inclusion Strategic Plan Fiscal Year 2012 2015 Table of Contents Overview 3 FERC Diversity and Inclusion Mission Statement 6 Diversity and Inclusion Goals

More information

Performance Expectations Program Director

Performance Expectations Program Director Performance Expectations Program Director Program Development Serve as Agency focal point for assigned area, developing a comprehensive knowledge of functional area and a cooperative, open relationship

More information

Safety Through Knowledge

Safety Through Knowledge NUREG/BR-0332 JANUARY 2007 UNITED STATES NUCLEAR REGULATORY COMMISSION Protecting People and the Environment NUREG/BR-0164, February 2007 Rev. 5 Training NRC Regulator and Development of Strategic Nuclear

More information

Managing Your Organization s Talent

Managing Your Organization s Talent Survey Results Managing Your Organization s Talent TABLE OF CONTENTS SURVEY OVERVIEW 3 KEY FINDINGS 3 DETAILED ANALYSIS 4 ABOUT THE STUDY 14 ABOUT CONVERGYS 16 ABOUT TRAINING INDUSTRY, INC. 16 ABOUT THE

More information

SUCCESSION PLANNING FOR SACCOs/CFIs PRESENTED BY TONNY OKOTH OTIENO (DE) PROGRAM COORDINATOR ACCOSCA

SUCCESSION PLANNING FOR SACCOs/CFIs PRESENTED BY TONNY OKOTH OTIENO (DE) PROGRAM COORDINATOR ACCOSCA SUCCESSION PLANNING FOR SACCOs/CFIs PRESENTED BY TONNY OKOTH OTIENO (DE) PROGRAM COORDINATOR ACCOSCA Introduction» Business continuity refers to the SACCO s ability to ensure that qualified employees are

More information

Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level

Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Good Practice INPO 15-012 October 2015 Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Revision 0 OPEN DISTRIBUTION OPEN DISTRIBUTION: Copyright 2015 by the

More information

THE HUMAN CAPITAL ASSESSMENT AND ACCOUNTABILITY FRAMEWORK (HCAAF) SYSTEMS, STANDARDS AND METRICS

THE HUMAN CAPITAL ASSESSMENT AND ACCOUNTABILITY FRAMEWORK (HCAAF) SYSTEMS, STANDARDS AND METRICS THE HUMAN CAPITAL ASSESSMENT AND ACCOUNTABILITY FRAMEWORK (HCAAF) SYSTEMS, STANDARDS AND METRICS Table of Contents Introduction... 1 Metrics... 4 The Strategic Alignment System... 5 The Leadership and

More information

FY CENTRAL HUMAN RESOURCES STRATEGIC PLAN PROGRESS REPORT

FY CENTRAL HUMAN RESOURCES STRATEGIC PLAN PROGRESS REPORT FY 14-15 CENTRAL HUMAN RESOURCES STRATEGIC PLAN PROGRESS REPORT multco.us/thisworkmatters CENTRAL HR MISSION, VISION AND VALUES OUR MISSION Through leadership and collaborative partnerships, we foster

More information

Federal Aviation Administration Core Compensation Consulting Services Market Survey

Federal Aviation Administration Core Compensation Consulting Services Market Survey Federal Aviation Administration Core Compensation Consulting Services Market Survey 1. Purpose The purpose of this market survey is as follows: Inform the public of a potential solicitation for Core Compensation

More information

The Nuts and Bolts of Succession Planning:

The Nuts and Bolts of Succession Planning: The Nuts and Bolts of Succession Planning: A Dale Carnegie White Paper By William J. Rothwell, Ph.D., SPHR The Pennsylvania State University University Park, PA Most managers know that talented people

More information

WORKFORCE AND SUCCESSION PLANNING

WORKFORCE AND SUCCESSION PLANNING 2012 WORKFORCE AND SUCCESSION PLANNING Toolkit to Identify and Address Strategic Talent Gaps Workforce Management Office NOAA 1/1/2012 Table of contents Introduction... 3 Workforce Planning... 3 Step 1:

More information

FEDERAL STUDENT LOAN REPAYMENT PROGRAM FISCAL YEAR 2002 REPORT TO THE CONGRESS. Working for America

FEDERAL STUDENT LOAN REPAYMENT PROGRAM FISCAL YEAR 2002 REPORT TO THE CONGRESS. Working for America FEDERAL STUDENT LOAN REPAYMENT PROGRAM FISCAL YEAR 2002 REPORT TO THE CONGRESS Working for America UNITED STATES OFFICE OF PERSONNEL MANAGEMENT Kay Coles James, Director June 2003 TABLE OF CONTENTS Page

More information

VHA to Present IBM Study on Best Practices in Human Capital Management and Succession Planning

VHA to Present IBM Study on Best Practices in Human Capital Management and Succession Planning VHA to Present IBM Study on Best Practices in Human Capital Management and Succession Planning Presented by Elias Hernandez, Director of Workforce Planning and Performance, Veterans Health Administration,

More information

GAO IRS PERSONNEL FLEXIBILITIES. An Opportunity to Test New Approaches. Testimony Before the Senate Committee on Governmental Affairs

GAO IRS PERSONNEL FLEXIBILITIES. An Opportunity to Test New Approaches. Testimony Before the Senate Committee on Governmental Affairs GAO United States General Accounting Office Testimony Before the Senate Committee on Governmental Affairs For Release on Delivery Expected at 10:30 a.m., EST Thursday Mar. 12, 1998 IRS PERSONNEL FLEXIBILITIES

More information

May 2013. Fiscal Year 2015 Federal Program Inventory

May 2013. Fiscal Year 2015 Federal Program Inventory May 2013 Fiscal Year 2015 Federal Program Inventory Table of Contents I. INTRODUCTION... 1 II. APPROACH... 1 III. OPM PROGRAM INVENTORY... 2 1. Federal Employee Policy Oversight... 3 2. Federal Employee

More information

Workforce Planning Toolkit. Competencies Overview

Workforce Planning Toolkit. Competencies Overview Workforce Planning Toolkit Competencies Overview 2015 Table of Contents 3 Introduction 4 The Value of Competencies 5 How to Use This Tool 6 How Competencies Help Supervisors 7 How Competencies Help Employees

More information

STAFF REPORT ACTION REQUIRED

STAFF REPORT ACTION REQUIRED Insert TTC logo here STAFF REPORT ACTION REQUIRED Succession Planning Date: June 20, 2016 To: From: TTC Human Resources & Labour Relations Committee Chief Executive Officer Summary Further to the Human

More information

State of Colorado SUCCESSION PLANNING. Introduction

State of Colorado SUCCESSION PLANNING. Introduction State of Colorado SUCCESSION PLANNING 1 Introduction Overview of the State s Classified workforce Issues Driving the Succession Planning Efforts Previous efforts and challenges Current efforts and challenges

More information

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment

HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT. A Guide to Integration and Alignment HUMAN RESOURCE / WORKFORCE PLANNING AND DEPARTMENTAL PLANNING - SUPPLEMENT A Guide to Integration and Alignment HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008

More information

Georgia District Performance Standards

Georgia District Performance Standards Vision and Mission: Purpose and direction for continuous improvement with a commitment to high expectations for learning and teaching VM 1: Creates and communicates a collaboratively-developed district

More information

United States Patent and Trademark Office. 2011 2015 Strategic Human Capital Plan

United States Patent and Trademark Office. 2011 2015 Strategic Human Capital Plan United States Patent and Trademark Office 2011 2015 Strategic Human Capital Plan Table of Contents Message from the Deputy Under Secretary of Commerce for Intellectual Property and Deputy Director of the

More information

FEDERAL EMPLOYEES. Opportunities Exist to Strengthen Performance Management Pilot. Report to Congressional Requesters

FEDERAL EMPLOYEES. Opportunities Exist to Strengthen Performance Management Pilot. Report to Congressional Requesters United States Government Accountability Office Report to Congressional Requesters September 2013 FEDERAL EMPLOYEES Opportunities Exist to Strengthen Performance Management Pilot GAO-13-755 September 2013

More information

How predictive analytics help HR organizations scale

How predictive analytics help HR organizations scale HCM HR Predictive Analytics Perspectives How predictive analytics help HR organizations scale Critical success factors to stay agile in the face of workforce change The reality of our rapidly evolving

More information

A GAO-04-123T GAO. SENIOR EXECUTIVE SERVICE Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over

A GAO-04-123T GAO. SENIOR EXECUTIVE SERVICE Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over GAO United States General Accounting Office Testimony Before the Subcommittee on Civil Service and Agency Organization, Committee on Government Reform, House of Representatives For Release on Delivery

More information

March 2007 Report No. EVAL-07-001. Evaluation of the FDIC s Succession Planning Efforts. eral

March 2007 Report No. EVAL-07-001. Evaluation of the FDIC s Succession Planning Efforts. eral March 2007 Report No. EVAL-07-001 Evaluation of the FDIC s Succession Planning Efforts eral Report No. EVAL 07-001 March 2007 Evaluation of the FDIC s Succession Planning Efforts Results of Evaluation

More information

THE FUTURE OF LEADERSHIP DEVELOPMENT

THE FUTURE OF LEADERSHIP DEVELOPMENT THE FUTURE OF LEADERSHIP DEVELOPMENT Discussion with McMaster University November 5, 2013 Global Trends 1. Leadership gap persistent, prevalent issue Spending on leadership increasing Succession management

More information

Succession Planning Tool Kit

Succession Planning Tool Kit Succession Planning Tool Kit Succession planning is the process of identifying the key leadership positions within each department and developing employees within state government to assume these positions.

More information

Department of Human Resources

Department 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 information

October 17, 2011. HRBP Version Preparing for Talent Review: Updating imap Succession

October 17, 2011. HRBP Version Preparing for Talent Review: Updating imap Succession October 17, 2011 HRBP Version Preparing for Talent Review: Updating imap Succession FY12 Timeline for Succession / Talent Calibration Objective: Identify successors and high potential employees in the

More information

Talent Management & Succession Planning. Finding, Developing and Selecting the Next Generation of Leaders in Public Service

Talent Management & Succession Planning. Finding, Developing and Selecting the Next Generation of Leaders in Public Service Talent Management & Succession Planning Finding, Developing and Selecting the Next Generation of Leaders in Public Service Contents Executive Talent Management is Critical Challenges and Keys to success

More information

Human Capital Update

Human Capital Update Finance & Administration Committee Information Item IV-A July 10, 2014 Human Capital Update Washington Metropolitan Area Transit Authority Board Action/Information Summary Action Information MEAD Number:

More information

The Honorable Jo Ann Davis Chairwoman Subcommittee on Civil Service and Agency Organization Committee on Government Reform House of Representatives

The Honorable Jo Ann Davis Chairwoman Subcommittee on Civil Service and Agency Organization Committee on Government Reform House of Representatives United States General Accounting Office Washington, DC 20548 May 19, 2003 The Honorable Jo Ann Davis Chairwoman Subcommittee on Civil Service and Agency Organization Committee on Government Reform House

More information

OBJECTIVES. To discuss what succession planning is. To discuss what succession planning is NOT. To discuss why is succession planning needed?

OBJECTIVES. 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 information

Deloitte and SuccessFactors Workforce Analytics & Planning for Federal Government

Deloitte and SuccessFactors Workforce Analytics & Planning for Federal Government Deloitte and SuccessFactors Workforce Analytics & Planning for Federal Government Introduction Introduction In today s Federal market, the effectiveness of human capital management directly impacts agencies

More information

Individual Development Plan Training League of United Latin American Citizens, Federal Training Institute, September 2015

Individual Development Plan Training League of United Latin American Citizens, Federal Training Institute, September 2015 Individual Development Plan Training League of United Latin American Citizens, Federal Training Institute, September 2015 Carol Davison September 23, 2015 Caroldavison@gmail.com 443-926-6994 Training Objective

More information

Growing our Human Capital

Growing our Human Capital DECEMBER 2012 Growing our Human Capital ANNUAL REPORT TO CONGRESS Table of Contents 1. Introduction... 3 About the CFPB... 3 Purpose of this report... 3 Human Capital key strategies... 4 Recruitment and

More information

COMPETENCY MANAGEMENT IN THE US FEDERAL GOVERNMENT

COMPETENCY MANAGEMENT IN THE US FEDERAL GOVERNMENT COMPETENCY MANAGEMENT IN THE US FEDERAL GOVERNMENT Heather Getha-Taylor, Department of Political Science, University of South Carolina With input from: Lorraine Eyde, Brian O Leary, Heather Prather, Patrick

More information

Human Resources and Remuneration Committee Charter

Human Resources and Remuneration Committee Charter Charter Human Resources and Remuneration Committee Charter Myer Holdings Limited 119 085 602 Myer Holdings Limited Level 7, 800 Collins Street Docklands VIC 3008 Australia +61 3 8667 6000 www.myer.com.au

More information

Activity Guide Innovation & Growth Nova Scotia Public Service Commission

Activity Guide Innovation & Growth Nova Scotia Public Service Commission TALENT MANAGEMENT Activity Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

Rules and Regulations

Rules and Regulations Rules and Regulations Federal Register Vol. 80, No. 186 Friday, September 25, 2015 57693 This section of the FEDERAL REGISTER contains regulatory documents having general applicability and legal effect,

More information

Policy on Succession Planning

Policy on Succession Planning Status: Approved Custodian: Human Resources Directorate Date Approved: 2013-07-17 Decision number: SAQA 14100/13 Implementation date: 2013-07-18 Due for review: 2016-07-16 File number Page 1 of 6 Contents

More information

Department of Human Resources

Department 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 information

Management Consulting: Improving Organizational Performance and Delivery of Quality Service

Management Consulting: Improving Organizational Performance and Delivery of Quality Service Leveraging People, Processes, and Technology Management Consulting: Improving Organizational Performance and Delivery of Quality Service A White Paper Authors: Dr. Greg Mandrake Alan, Executive Coach Asmahan

More information

a GAO-04-546G GAO HUMAN CAPITAL A Guide for Assessing Strategic Training and Development Efforts in the Federal Government

a GAO-04-546G GAO HUMAN CAPITAL A Guide for Assessing Strategic Training and Development Efforts in the Federal Government GAO United States General Accounting Office March 2004 HUMAN CAPITAL A Guide for Assessing Strategic Training and Development Efforts in the Federal Government a GAO-04-546G Preface One of the most important

More information

An effective sales role job description defines each role across five dimensions:

An effective sales role job description defines each role across five dimensions: Although sales leaders have long found traditional job descriptions developed by HR to be impractical and unhelpful because the sales job is often different in every region, many organizations are discovering

More information

SUCCESSION PLANNING 15 TH SACCA LESOTHO CONFERENCE

SUCCESSION PLANNING 15 TH SACCA LESOTHO CONFERENCE SUCCESSION PLANNING 15 TH SACCA CONFERENCE LESOTHO 29 31 OCT. 2014 OUTLINE What is Succession Planning? Why is succession planning important? Benefits of Succession Planning Why Succession Planning for

More information

Career Management. Making It Work for Employees and Employers

Career Management. Making It Work for Employees and Employers Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,

More information

INSPECTOR GENERAL UNITED STATES POSTAL SERVICE

INSPECTOR 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 information

Table of Contents PERFORMANCE REVIEWS STRATEGIC REVIEWS

Table of Contents PERFORMANCE REVIEWS STRATEGIC REVIEWS SECTION 270 PERFORMANCE AND STRATEGIC REVIEWS Table of Contents 270.1 To which agencies does this section apply? 270.2 What is the purpose of this section? PERFORMANCE REVIEWS 270.3 What is the purpose

More information

Mark Angott Angott Search Group

Mark Angott Angott Search Group Mark Angott Angott Search Group 1. Define Succession Planning 2. What are the key steps of Succession Planning? 3. How to implement a plan at your organization & tools that you can take with you 4. What

More information

HR Strategic Plan 2015-2019

HR Strategic Plan 2015-2019 HR Strategic Plan 2015-2019 Vision Strategy The headline Something happens we have to fix External influence drives action Crisis management Timing: NOW Reaction Transaction Set of steps triggered by an

More information

Succession Planning: What s Next?

Succession Planning: What s Next? www.pwc.com Succession Planning: What s Next? June 2015 This publication has been prepared for general guidance on matters of interest only, and does not constitute professional advice. You should not

More information

Continuing the Possibilities: Succession Planning for Library Leadership. pmsinger@singergrp.com www.singergrp.com

Continuing the Possibilities: Succession Planning for Library Leadership. pmsinger@singergrp.com www.singergrp.com Continuing the Possibilities: Succession Planning for Library Leadership Paula M. Singer, PhD pmsinger@singergrp.com www.singergrp.com The Singer Group, Inc. } Succession Planning: What & Why? } Business

More information

NEW YORK STATE SUCCESSION PLANNING

NEW YORK STATE SUCCESSION PLANNING NEW YORK STATE SUCCESSION PLANNING A Guidebook for Local Officials 2015 Environmental Finance Center Syracuse University PREFACE This guidebook is intended to aid local officials in understanding the

More information

What 1s the Impact of the World Economy on your business? How Prepared were you for these changes?

What 1s the Impact of the World Economy on your business? How Prepared were you for these changes? State of Affairs How has the Jamaican Workforce Evolved? What 1s the Impact of the World Economy on your business? How Prepared were you for these changes? Do you have A Clear Sense of Direction or are

More information

Core Monitoring Guide

Core Monitoring Guide Core Monitoring Guide April 2005 eta UNITED STATES DEPARTMENT OF LABOR EMPLOYMENT AND TRAINING ADMINISTRATION Core Monitoring Guide April 2005 United States Department of Labor Employment and Training

More information

UNITED NATIONS OFFICE FOR PROJECT SERVICES. ORGANIZATIONAL DIRECTIVE No. 39. Talent Management Framework

UNITED NATIONS OFFICE FOR PROJECT SERVICES. ORGANIZATIONAL DIRECTIVE No. 39. Talent Management Framework (ll) UNOPS UNITED NATIONS OFFICE FOR PROJECT SERVICES Headquarters, Copenhagen 30 December 2011 ORGANIZATIONAL DIRECTIVE No. 39 Talent Management Framework I. In line with UNOPS HR Strategy "Putting people

More information

Leadership Competency Self Assessment

Leadership Competency Self Assessment USDA Virtual University School of Talent Management Leadership Essentials Certificate Program Leadership Competency Self Assessment Building Blocks for Workforce Development Based on OPM Competencies Updated:

More information

HR Manager Job Description

HR Manager Job Description HR Manager Job Description SUMMARY The Human Resources Manager manages Human Resources services, policies, and programs for the entire company. The major areas directed are: recruiting and staffing; organizational

More information

Human Capital Management Report

Human Capital Management Report Human Capital Management Report Fiscal Year (FY) 2010 National Transportation Safety Board Emily T. Carroll Barbara Zimmermann Human Resources Officer Chief Human Capital Officer 202-314-6233 December

More information

Board Leadership Development Strategy- Feb 2012

Board Leadership Development Strategy- Feb 2012 Board Leadership Development Strategy- Feb 2012 Superior-Greenstone District School Board believes both leadership and excellence are important at all levels within the organization and contributes to

More information

Subpart D Executive Development

Subpart D Executive Development Office of Personnel Management 430.102 Subpart D Executive Development 412.401 Continuing executive development. (a) Each agency must establish a program or programs for the continuing development of its

More information

REPRIORITIZING WHAT MATTERS MOST: A Focus on Career Management to Drive Business Results

REPRIORITIZING WHAT MATTERS MOST: A Focus on Career Management to Drive Business Results REPRIORITIZING WHAT MATTERS MOST: A Focus on Career Management to Drive Business Results Keith Caver Towers Watson Melissa Jones CSAA IG Renée Smith Towers Watson April 1, 2014 Recent Headlines Highlight

More information

Office of Human Resources & Administration (HR&A)

Office of Human Resources & Administration (HR&A) Office of Human Resources & Administration (HR&A) BRIEFING FOR THE NATIONAL VETERANS SMALL BUSINESS ENGAGEMENT On Behalf of: Assistant Secretary, HR&A, Ms. Gina Farrisee November 17-20, 2015 Fernando Huerta-

More information

2015 Trends & Insights

2015 Trends & Insights Asia Pacific Mobility The Asia Pacific Mobility Brookfield Global Relocation Services Trends & Insights report is reflective of the global economy which is strongly tied with the economic realities of

More information

Agenda. 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 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 information

Small Business. Leveraging SBA IT resources to support America s small businesses

Small Business. Leveraging SBA IT resources to support America s small businesses Small Business Administration Information Technology Strategic Plan ( ITSP) 2012-2016 Leveraging SBA IT resources to support America s small businesses Message from the Chief Information Officer The Small

More information

Environmental Management Human Capital Initiatives

Environmental Management Human Capital Initiatives Environmental Management Human Capital Initiatives Presented to the Environmental Management Advisory Board (EMAB) By Desi Crouther, Acting Director Office of Human Capital Office of Environmental Management

More information

What specific talent groups will be necessary to achieving strategic business goals?

What specific talent groups will be necessary to achieving strategic business goals? NORTH AMERICAN CRITICAL TALENT FEB 2014 INTRODUCTION In August 2013, Mercer surveyed Canadian and US organizations regarding their critical talent practices. As the economy cautiously rebounds, global

More information

Today s Agenda. What is Succession Planning? Succeeding in Succession Planning It s Not Just a Big Company Thing

Today s Agenda. What is Succession Planning? Succeeding in Succession Planning It s Not Just a Big Company Thing Succeeding in Succession Planning It s Not Just a Big Company Thing Sal Silvester 303-579-5829 sal@512solutions.com www.512solutions.com 1 Today s Agenda What is succession planning? Why: The business

More information

Workforce Trends: Aligning HR Strategic Succession Planning to Business

Workforce Trends: Aligning HR Strategic Succession Planning to Business Workforce Trends: Aligning HR Strategic Succession Planning to Business Penny McBain Senior Talent Strategy & Planning Consultant Providence Health & Services October 10, 2013 The Perfect Storm The 5/40

More information

Generates new ideas and approaches to deal with changing market demands, technology and internal initiatives

Generates new ideas and approaches to deal with changing market demands, technology and internal initiatives Core Competencies Driving Results Communication / Trust Innovation / Adaptability Collaboration Leadership - Set direction Works Safely: demonstrates understanding / adherence to Raises safety concerns

More information

Search Profile. Vice President, People and Culture

Search Profile. Vice President, People and Culture Search Profile Vice President, People and Culture Company Description For over half a century, Bethany Care Society has been improving the lives of Alberta seniors and adults with disabilities by providing

More information

2009 Talent Management Factbook

2009 Talent Management Factbook 2009 Talent Management Factbook Executive Summary Karen O Leonard Principal Analyst May 2009 BERSIN & ASSOCIATES RESEARCH REPORT V.2.0 2009 Talent Management Factbook: Executive Summary i The Bersin &

More information

LEADERSHIP COMPETENCIES

LEADERSHIP COMPETENCIES THINKING AND ACTING STRATEGICALLY Thinking conceptually about the big picture and in which direction the organization is/should be headed, developing long-term plans to achieve the desired outcomes and

More information

PERFORMANCE MANAGEMENT PROGRAM

PERFORMANCE MANAGEMENT PROGRAM PERFORMANCE MANAGEMENT PROGRAM For Deputy Ministers, Associate Deputy Ministers and Individuals Paid in the GX Salary Range GUIDELINES Last Updated November 2016 1.0 INTRODUCTION The purpose of this document

More information

Acquisition Human Capital Strategic Plan

Acquisition Human Capital Strategic Plan Acquisition Human Capital Strategic Plan FY2014 to FY2018 Version 4 Table of Contents Message from the Assistant Commandant for Acquisition...iii Part I- Introduction and Background... 1 Executive Summary...

More information

ACQUISITION WORKFORCE STRATEGY

ACQUISITION WORKFORCE STRATEGY ACQUISITION WORKFORCE STRATEGY 15-0046 2015 TABLE OF CONTENTS TABLE OF CONTENTS 1 EXECUTIVE SUMMARY 2 1. FAA S ACQUISITION MANAGEMENT SYSTEM (AMS) 6 2. TODAY S ACQUISITION WORKFORCE 8 3. CURRENT SITUATION:

More information