What Board Members Need to know about SUCCESSION PLANNING
|
|
- Bryce Greene
- 8 years ago
- Views:
Transcription
1 2012 Annual Meeting Maryland Library Trustees and Citizens for Maryland Libraries What Board Members Need to know about SUCCESSION PLANNING for the Library Director and Staff November 3, 2012 Presented by Paula M. Singer, PhD
2 Succession Planning: What & Why? Role of the Board Developing an Effective Plan Emergency Succession Planning Steps for hiring a Director 2
3 3 3
4 Integrates: talent management + strategy anticipates change focuses on staff development It s about ensuring that the right people are in the right place and at the right times to do the right things. 4
5 Succession planning is a form of risk management; the process should start before you need it. Strategic Plan 5
6 45% will be eligible to retire by 2015 IS profession 75% more people % of professional librarians are 45+ and.. 11,000 Americans turn 50 every day (DOL) 6
7 1. 59 of 200 eligible for full retirement And 11 left last summer! employees are 60-69; more eligible to retire 7
8 Age range # in range % of total FT employees # in mgt positions % of age range group years % % years 49 23% % years % % years % % years % 16 40% 8
9 For succession management 9 9
10 In-house replacements Increase human capital Avoid lost productivity Impact on colleagues Career opportunities Retain key talent Attract candidates Prepare for future challenges Knowledge transfer Cost control t/o, productivity, acting pay Support diversity 10
11 The time to repair the roof is when the sun is shining John F. Kennedy 11
12 1. Review strategy 2. Identify critical positions & assess risk 3. Create profile 4. Update performance management system 5. Identify talent 6. Evaluate development needs 7. Create development plans 8. Implement 9. Evaluate 12
13 What needs are you trying to meet? 1-5 years situation, structure, budget situation, demographics, community needs, technology Challenge: respond to these needs with the staff you have now, can develop, or can acquire. 13
14 Critical task Leadership positions: unique contribution Future projects Consequences from vacancy Mission-critical Difficult to recruit 14
15 Common Tasks Unique Functions Competencies needed 15
16 Clusters of behavior, knowledge, technical skills and motivations important to job success Customer service Communications Individual Leadership & Influence Teamwork & Collaboration Planning, Organizing and Work Mgm t Analysis: Problem Assessment Visionary Leadership 16
17 Develop /update performance management system 17
18 Assessment tools Observation Performance evaluation Simulations 360º surveys and interviews Personality inventories Cognitive ability tests Behavior-based interviews Self-identification 18
19 Success Factors/ Competencies: (also, skills, values, etc.) Integrity Customer Service Orientation Communication Individual Leadership & Influencing Teamwork & Collaboration Planning, Organizing and Work Management Visionary Leadership Analysis Problem Assessment Maximizing Performance Low Medium High
20 Potential Low Medium/Growth High Performance High Key Contributor Emerging Talent Promotable Medium Key Contributor Key Contributor Low New Hire Improvement Required Emerging Talent Improvement Required 20
21 Who? Using tasks and competencies (to the extent you know them) rate on performance and potential 21
22 22 Diagnose development needs Fill in the gaps
23 23
24 Experiences (70%) Stretch Assignment Job Shadowing Job Rotation Job Swap Task force Action Learning OTJ Training Activities Away from Work Relationships (20%) Mentoring Executive Coaching Feedback Education (10%) Classroom Training ELearning Self-Directed Learning, including reading 24
25 7. Create Development Plan INDIVIDUAL DEVELOPMENT PLAN Completed Example Name: Jane Smith Department: Branch Manager West Regional Date Prepared: 7/15/09 Development Goal Development Activities Development Success Involvement of Others Target Date What competencies for knowledge, skills or abilities are you going to learn or develop? How are you going to do this? How will you know you have learned it? How will you demonstrate it? Did you get their agreement? Are additional resources needed? Start? Completion? Models team leadership by building consensus and helping a diverse group develop to meet a system goal Designs and manages facilities so they are customer-centered and easy to use Lead new outreach team to develop programs for English-language learners (Spanish-speaking families) new to our community Serve on renovation design team for South Branch Team members learn what community wants and agree on a way to provide it Team produces 3-5 programs that can be used as models for the system Community members attend programs and say they are on target Research best practices of other libraries and contribute ideas Use some of the ideas at West Regional Identify community partners schools, nonprofits, churches Programming and Marketing Coordinator Training Manager for team development needs West Regional staff, to implement ideas Facilities Director, for resources needed at West 9/1/09 through 6/30/10 1/1/10 through 12/30/10 Supervisor s Signature: Staff Member s Signature: 25
26 Update Provide new assignments Start again 26
27 The single most important responsibility of the board is the hiring and support of a competent, qualified director and ensuring that he or she receives the support and continuing education to maintain these skills and abilities Trustee Manual for MD Public Library Trustees 27
28 28
29 Identify priority functions and tasks Specify what happens in the event of a short- or long-term absence Identify 1 or 2 senior staff capable of appointment to the position of acting or interim Provide provisions for cross-training staff to help them fulfill priority functions/tasks Spell out the communications plan 29
30 1. Assess the risk 2. Identify critical positions 3. Identify priority functions 4. Identify candidates 5. Identify training needs 6. Train and monitor 7. Clarify acting/interim assignments 8. Communicate 30
31 Who are your key leadership staff? Are any over 50? Who is high-potential but might leave when the economy changes? Do you know what they are planning? What would the library do if any one of these resigned tomorrow? 31
32 Identify key criteria for interim Focus on roles and responsibilities not the individual No more than 3 32
33 Fill in the gaps Diagnose Match Support 33
34 Begin as soon as plan is adopted Identify those responsible for planning and implementing Monitor & update 34
35 Specify temporary Identify all reporting relationships Clarify authority, decisions, goals Clarify decisions, goals Compensation 35
36 Who needs to be informed? How? By whom? When? 36
37 37 1. Key spokesperson 2. Draft communications plan Communicate short and long term plan Internal and external 3. Make changes to check signing authority 4. Identify interim set comp, training 5. Clarify responsibility, authority and decision making limitations what s delayed 6. Create up-to-date JD 7. Identify board support & supervision 8. Rebuild leadership team 9. Create key contact list 10. Agree on process to hire Director
38 Identify director search task force Update job description Outline and implement process to recruit and select Create process to onboard & transition 38
39 1. Preparation 2. Recruitment 3. Transition 39 39
40 regularly review and update as changes occur. The emergency succession plan should evolve to suit the current circumstances of the library. 40
41 41 Singer Group Resources
42 Managing Change: Creating an Environment Conducive to Change; Organizational Effectiveness; Executive coaching; Management Retreats Managing the Organization: Organization Assessment; Organization Design and Development; Strategic Planning; Program Evaluation; HR Department Audits; Consulting Skills for the HR Department; Climate/Attitude Studies Managing People: Performance Assessment Programs; Coaching, Training & Developing Managers and Supervisor; Hiring & Selection Guidance; Recruitment & Retention Strategies; Job Analysis & Job Design; Developing Teams Managing Compensation: Pay Structure Design & Implementation; Classification Programs; Traditional & Streamlined Job Evaluation; Internal & External Equity; Market Pricing & Custom Surveys 42
43 Questions? THANK YOU!!! Paula M. Singer, PhD Dover Road, Reisterstown, MD ~
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 informationSuccession Planning and Leadership Development: Are You Ready?
Succession Planning and Leadership Development: Are You Ready? LLAMA WEBINAR July 27, 2011 Presented By: Paula M. Singer, PhD, The Singer Group Inc. Nancy Davenport, Director of Public Services, DC Public
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 informationSuccession Planning & Management
Succession Planning & Management ARL-ACRL Human Resources Symposium November 15, 2012 Washington, D.C. Pat Hawthorne Interim Chief Administrative Officer Emory University Libraries phawthorne@emory.edu
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 informationNEW 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 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 informationSuccession Planning. Women in Public Service Conference Hamline University. November 15, 2013
Succession Planning Women in Public Service Conference Hamline University November 15, 2013 What is Succession Planning? 0 Succession planning is an organization s design to prepare individuals to fill
More informationDEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework
DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland
More informationSUCCESSION PLANNING. Susan A. Henry May 2012
SUCCESSION PLANNING Susan A. Henry May 2012 Introductions Who we are What are your expectations for the day Naming of a Scribe for the Day Workshop Objectives To understand your role in succession planning.
More informationState of Washington. Guide to Developing Succession Programs. Updated November 2008. Page 1 of 9
State of Washington Guide to Developing Succession Programs Updated November 2008 Page 1 of 9 Introduction The purpose of succession planning is to develop a pool of internal candidates for future vacancies.
More informationBranch Human Resources
Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers
More informationTalent Plan: Succession and Leadership Planning
Ottawa Public Library s Talent Plan: Succession and Leadership Planning Barbara Clubb City Librarian & CEO, Ottawa Public Library Barbara.Clubb@BiblioOttawaLibrary.ca 1 Ottawa Public Library: an amalgamated
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 informationTalent Management Toolkit
Talent Management Toolkit Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed
More informationTexas Board of Nursing Fiscal Year 2015-2019 Workforce Plan
Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 360,000 nurses
More informationRevised Human Resources Strategy
Background Revised Human Resources Strategy WHO is a knowledge-based organization, and depends on a highly skilled, flexible and motivated workforce 1 1. The HR strategy currently in effect, Build One
More informationB. Probationary Evaluations
A.R. Number: 5.7 Effective Date: 2/1/2007 Page: 1 of 9 I. PURPOSE A. This policy outlines the Employee Performance Evaluation System (EPES) and the process to be followed for evaluating City of Richmond
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 informationSample Succession Plan
Sample Succession Plan Association of Baltimore Area Grantmakers Leadership Development and Emergency Succession Plan Leadership Transitions 1. Rationale The executive director position in a nonprofit
More informationHuman 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 informationRECRUITMENT PLAN 2009-2011
RECRUITMENT PLAN 2009-2011 PREPARED BY: BEV AUGUSTINE, DEPUTY DIRECTOR STRATEGIC ORGANIZATION, LEADERSHIP, AND INDIVIDUAL DEVELOPMENT (SOLID) KRISTINE GRANGAARD, ANALYST SOLID TRAINING SOLUTIONS Recruitment
More informationSUCCESSION PLANNING. April 31, 2015
SUCCESSION PLANNING April 31, 2015 What We ll Cover: Succession Planning Leadership Development Now What Do We Do??? Succession Planning Succession planning ensures that the agency (or a department in
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 informationTexas Board of Nursing Fiscal Year 2009 2013 Workforce Plan
Texas Board of Nursing Fiscal Year 2009 2013 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 290,000 nurses
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 informationHuman Resources Service Delivery Initiative Findings and Recommendations. Campus Update. November 2014
Human Resources Service Delivery Initiative Findings and Recommendations Campus Update November 2014 Context for the Initiative HR activities touch virtually everyone on the campus and present an area
More informationWORKFORCE 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 informationV E H I C L E / E Q U I P M E N T R E P AI R T E C H N I C I AN S U P E R V I S O R Schematic Code 17318 (30005065)
V E H I C L E / E Q U I P M E N T R E P AI R T E C H N I C I AN S U P E R V I S O R Schematic Code 17318 (30005065) I. DESCRIPTION OF WORK Positions in this banded class supervise of a group of mechanics,
More informationSuccession 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 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 informationSuccession Planning: Developing Your Bench Strength. Presented By: Michelle McCall, Managing Principal, IMG
Succession Planning: Developing Your Bench Strength Presented By: Michelle McCall, Managing Principal, IMG Agenda The Business Case for Succession Planning The Wedding: Succession Planning meets Leadership
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 informationPI WorldWIde recruitment and retention trends survey Q2 2015
PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance
More informationWorkforce 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 informationPurpose To assist Rensselaer leadership with managing and developing its human capital.
200.1 Performance Management Tool Purpose To assist Rensselaer leadership with managing and developing its human capital. Definitions The Performance Management Tool (PMT) is a comprehensive document represents
More informationREE Position Management and Workforce/Succession Planning Checklist
Appendix A REE Position Management and Workforce/Succession Planning Checklist Agency: Division /Office: Position Number: Date: Supervisor: Vacancy Announcement (if Recruit): Position Title/Series/Grade:
More informationSTAFF 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 informationUNIVERSITY OF NORTH TEXAS Planning Guide/Performance Agreement and Review Position Data
UNIVERSITY OF NORTH TEXAS Planning Guide/Performance Agreement and Review Position Data Sample Use Classification Title or both Working and Classification Title Employee Name: Salim Brown EMPL ID Number:
More informationCareer Map for HR Specialist Position Classification
Career Map for HR Specialist Position Classification General Information This document provides the recommendations within each of the career models for each of the identified HR functions. This includes
More informationDefining Human Resources Moving to Strategic HR
Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,
More informationCHAPTER 77 STANDARDS FOR TEACHER INTERN PREPARATION PROGRAMS
Ch 77, p.1 CHAPTER 77 STANDARDS FOR TEACHER INTERN PREPARATION PROGRAMS 281 77.1(256) General statement. Programs of teacher intern preparation leading to licensure in Iowa are subject to approval by the
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 informationDeveloping a Workforce Plan: Setting the Foundation
Developing a Workforce Plan: Setting the Foundation Presented by Stacie Abbott, Workforce Planning Coordinator Brandon Littlejohn, Statewide Recruiter Erica Salinas, Analyst Danielle Metzinger, Analyst
More informationReport on Improvements Made and Gaps Identified in the Prior Year
Human Resources Department Annual Unit Plan for Academic Year 2016-2017 October 2015 Describe Department/Unit Mission/Connection to College Mission Human Resources at Cerro Coso Community College contributes
More informationMaster Course Library
Fall 13 Master Course Library Business Online Learning Center Global Classroom (Global), is a unique cloud-based Online Course Delivery Platform that includes a Learning Management System (LMS), social
More informationLeadership and Human Resource Essentials (HRS402) Learning Objectives
Leadership and Human Resource Essentials (HRS402) Learning Objectives Classroom Course Note: The Leadership and Human Resource Essentials classroom course has an online education requirement that can be
More informationUniversity of Washington Career Development Planning Guide
University of Washington Career Development Planning Guide About U-Plan The purpose of the U-Plan is to provide you with tools and information that can help jump start your career progression. U-Plan
More informationCorporate Policy and Procedure
Page Page 1 of 9 TAB: SECTION: SUBJECT: HUMAN RESOURCES RECRUITMENT EMPLOYEE RECRUITMENT POLICY STATEMENT PURPOSE SCOPE The City of Mississauga ensures equality in employment for all applicants and is
More informationTalent Management for the Financial Management Community: A Federal Public Service Perspective FMI Atlantic Chapters December 2014
Talent Management for the Financial Management Community: A Federal Public Service Perspective FMI Atlantic Chapters December 2014 Presented by: Sylvie Séguin, CPA, CGA Acting Senior Director Financial
More informationAddressing HIT Worker Shortages Through Operational Excellence in Workforce Planning
Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Allen Kriete Vice President, Healthcare Services; TEKsystems Sanja Licina Senior Director, Talent Intelligence and Consulting;
More informationStrategic human resource management toolkit
19 205 Strategic human resource management toolkit The purpose of the toolkit is to provide the basis for conducting a strategic review of human resource management practices in order to develop and implement
More informationSuccession 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 informationTalent management strategy template
Talent management strategy template 2012 Halogen Software Inc. All rights reserved. Halogen, Halogen eappraisal, Halogen ecompensation, Halogen elearning Manager, Halogen esuccession, Halogen e360 Multirater,
More informationCALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE)
Education Code section 44270.5 allows an examination alternative to the Administrative Services preparation program as long as the examination is aligned with the current Administrative Services Program
More informationACI-NA 2010 Spring Conference Integrated Talent Management
ACI-NA 2010 Spring Conference Integrated Talent Management Michelle A. Hebert Talent Management Administrator Hartsfield-Jackson Atlanta International Airport April 16, 2010 1 Hartsfield-Jackson Atlanta
More informationPerformance Management Review Process Draft for Management Consultation Review
Draft for Management Consultation Review Policy 505: Performance Management Review Process Policy Category: Professional Development Who Is Covered: All employees whose position is designated to be in
More informationHelping employers create lasting employee relationships
KELLY SERVICES PRESENTS Insight for human resource and staffing professionals THE KELLY INTELLIGENCE REPORT Helping employers create lasting employee relationships Six Strategies for Effective On-boarding
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 informationTREASURY INSPECTOR GENERAL FOR TAX ADMINISTRATION
TREASURY INSPECTOR GENERAL FOR TAX ADMINISTRATION The Impact of the Frontline Leader Readiness Program on Succession Planning Should Be Determined March 15, 2011 Reference Number: 2011-10-015 This report
More informationWORKFORCE STRATEGIC PLAN 2013-2017 TEXAS BOARD OF PROFESSIONAL LAND SURVEYING
WORKFORCE STRATEGIC PLAN 2013-2017 TEXAS BOARD OF PROFESSIONAL LAND SURVEYING TABLE OF CONTENTS Forward by Executive Director Sandy Smith Mission Statement and Philosophy Summary Overview Introduction
More informationThe Intersection of Talent Management and Engagement
The Intersection of Talent Management and Engagement By Elissa Tucker and Rachele Williams, APQC for the May 2011 issue of workspan The typical organization today views talent management as three building
More informationUNC Leadership Survey 2014: How to Accelerate Leadership Development
UNC Leadership Survey 2014: How to Accelerate Leadership Development By: UNC Executive Development & Human Capital Institute Website: www.execdev.unc.edu Phone: 1.800.862.3932 Email: unc_exec@unc.edu Executive
More informationUtility Management Overview. Water & Wastewater Utility Operation and Management for Tribes
Utility Management Overview Water & Wastewater Utility Operation and Management for Tribes Utility Management Overview What is the role of utility management? Importance of having a certified operator
More informationState of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008
State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic
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 informationOn-the-Job Training (OJT): A Successful Re-employment Tool. NC Workforce Development Partnership Conference October 16, 2014
On-the-Job Training (OJT): A Successful Re-employment Tool NC Workforce Development Partnership Conference October 16, 2014 On-the-Job Training: A Successful Re-employment Tool Panelists OJT What? OJT
More informationHow Smaller Organizations Can Use Talent Management to Accelerate Organizational Growth and Productivity
How Smaller Organizations Can Use Talent Management to Accelerate Organizational Growth and Productivity Small to mid-sized organizations, whether for profit or not, need a means to manage their talent
More informationThe Ripple Effect of Baby Boomer Retirements
The Ripple Effect of Baby Boomer Retirements By Neil E. Reichenberg According to the Pew Research Center, approximately 10,000 Americans per day will turn 65 between 2011 and 2030. These baby boomers comprise
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 informationPolicy Number 409 Employment Standards for Persons with Disabilities Authorized by & date Executive Director, December 16, 2015 Revisions & date
Category HR & Employment Policy Number 409 Name Employment Standards for Persons with Disabilities Authorized by & date Executive Director, December 16, 2015 Revisions & date Context & Rationale The Press
More informationHuman Resources Department 2015 Business Plan
1. Division Focus The Department supports both internal and external customers by providing specialized advice and assistance in all facets of people management including recruitment, labour relations,
More informationASAE s Job Task Analysis Strategic Level Competencies
ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management
More informationOntario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum
Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?
More informationHow To Write An Idp
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 informationThe Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL
The Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL Part I - Performance Planning and Review System Part II - Developing Performance Objectives Part III - Developing Job Descriptions
More informationPERFORMANCE MANAGEMENT Planning & Goal Setting
PERFORMANCE MANAGEMENT Planning & Goal Setting To whom much is given, much is expected. Leadership Development Series Summer 2011 Areas We Will Cover Today 1. Discuss our collective lessons and learnings
More informationCareer Map for HR Information Systems Specialist (HRIS)
Career Map for HR Information Systems Specialist (HRIS) General Information This document provides the recommendations within each of the career models for each of the identified HR functions. This includes
More informationMSLA Course Descriptions 2013-2014
MSLA Office 303.871.6308 www.law.du.edu/msla msla@law.du.edu MSLA Course Descriptions 2013-2014 L 4420 Legal Practice Seminar Law as a Business This course provides an overview of the business functions
More informationHow To Plan A Succession Planning Process
Who s Next? A Succession Planning Primer by Kelly L. Fairbairn CEO, SyNet Americas President, PPS International Ltd. With a generation of leaders leaving their current roles for retirement and employees
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 informationNURSING PROGRAM ADMINISTRATOR
Janice K. Brewer Governor Arizona State Board of Nursing 4747 North 7 th Street, Suite 200 Phoenix, AZ 85014 Phone (602) 771-7800 Fax (602) 771-7888 E-Mail: arizona@azbn.gov www.azbn.gov NURSING PROGRAM
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 informationTalent Measurement Training
Talent Measurement Training Learn with the People Experts PLAN RECRUIT ASSESS DEVELOP ENGAGE PERFORM Now we can make sure that the right people with the right skills and behaviours are in the right place
More informationShort Narrative About Promising Practices
Attachment 2 Short Narrative About Promising Practices The National Nuclear Security Administration s (NNSA) Diversity and Inclusion Implementation Plan was approved and submitted to the Department on
More informationHR NAV + Training & Development
HR NAV + Training & Development Learning Management System/ E-Learning Training and Development Investing in Training and Development Ensures higher productivity More highly skilled employees Reduced turnover
More informationu Field Experience Handbook for Supervising Library Media Teacher or Teacher Librarian
u Field Experience Handbook for Supervising Library Media Teacher or Teacher Librarian Revised 2010 Dear Supervising Teacher Librarian: Thank you for your willingness to have a student perform fieldwork
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 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 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 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 informationPRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001
Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001
More informationSuccession Planning at Brevard Public Schools. by Nicholas P. Morgan
Succession Planning at Brevard Public Schools by Nicholas P. Morgan Succession Planning at Brevard Public Schools Brevard Public Schools efforts around succession planning are an exciting innovation in
More informationDeveloping a Comprehensive Leadership Development Program for the Sonoma County Human Services Department
Developing a Comprehensive Leadership Development Program for the Sonoma County Human Services Department Kiergan Pegg EXECUTIVE SUMMARY In response to the impending retirement of many of its managers,
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 informationCharles Smith Deputy Director Texas Office of the Attorney General, Child Support Division Austin, TX
Wednesday: Breakout Session 7 Workshop D Time: 1:00 p.m. - 2:15 p.m. Location: Woodford-Jessamine SUCCESSION PLANNING: GROOMING TOMORROW S LEADERS TODAY Are people born to lead, or is a good leader mentored
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 informationTODAY S TALENT TOMORROW S SUCCESS New Hire Initiative
TODAY S TALENT TOMORROW S SUCCESS New Hire Initiative Kristie Citraro & Lisa Brooks Customer Care Ohio s Health Insurance Since 1934 NEW HIRE INITIATIVE: Agenda Why the Change? Part 1 Recruitment Process
More informationLeadership 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 informationHuman Resource Secretariat Business Plan 2011-12 to 2013-14
Human Resource Secretariat Business Plan 2011-12 to 2013-14 September 2012 I II Message from the Minister As the Minister of Finance, President of Treasury Board and Minister responsible for the newly
More information