PowerPoint Presentation

Succession PlanningPlanning for the FutureJenn DyerWhat ifYour best employee left your agencyYour most critical leader or volunteer left your agencyWho would fill their role?How long would it take to find a replacement?What would be the impact to your agency and community?What is your plan?1Lessons from Shrek2When his new father-in-law, King Harold falls ill, Shrek is looked at as the heir to the land of Far, Far Away.

Group ActivityWhat stood out to you?

What was the plan to fill the Kings position ruling Far, Far Away?

What was Shreks reaction to the plan?

Do you feel Shrek was qualified as the Kings successor? Why? Why not?

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AgendaSuccession PlanningWhat is it? Why should I develop this plan?

Talent Review ProcessHow do I conduct a talent review?

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Succession Planning isA process to plan for the future of your agency

A plan to ensure the continuity of your agency

A plan to ensure you are able to continue to feed people and fight hunger

5Succession Planning StepsKey/ Critical Position Review

Talent Review

Talent Review Meeting

Succession Planning Form

6Step #1: Key/ Critical Position ReviewReasons a position may be key/critical:Mission: Person is a key contributor to the mission.

Critical Function: Person performs task critical to vital functions. Leaving it vacant would hinder or prevent success of mission.

Special Skills: Person provides specialized leadership or technical skills that are difficult to replace.

High Turnover: Person or group is vulnerable to high turnover.

7Step #2: Talent Review ProcessProvides a consistent process for understanding the capabilities and potential of your program staff

Differentiates abilities and skills

Identifies those that have potential to take on more

Helps you take the emotion out of the process to determine whats in the best interest of your agency

8Talent Review GridUse the Performance and Potential (P x P) Grid

One axis measures performance (horizontal)One axis measures the persons potential to take on more responsibility (vertical)

9P x P Grid10

Why use it?Simple way to assess the time and talent of your program staff

Easy to explain

Provides an accurate assessment

Administrative burden is low

Facilitates a shared sense of ownership for the agencys talent pool

11P x P TipsKeep it simple

Assess performance and potential by involving others (church leadership/ community leaders)

Dedicated program staff may excel in one area, but may not be a fit in all

12Talent Review StepsIdentify your critical positions

Review the skills of your team

Determine placement in the grid by evaluating performance and potential

Prepare grid for review with your leadership, if appropriate

13Scorecard for Assessing PotentialReview each potential successor

Complete the evaluation scorecard (handout)

Calculate the total number of yes responses and use the following scoring:0-3 = Low4-7 = Medium8-10 = High

Move to the corresponding potential block on the grid

14Step #3: Talent Review MeetingShare the talent review grid

Discuss each persons placement on the grid

Agree on final placement within the grid

15Step #4: Succession Planning FormUse a basic form to capture a list of successors for key positionsWho?How far are they from being ready?

Use this in conjunction with the talent review grid to track and record your list of potential successors

16Tips for SuccessCreate transparency and accountability

Ensure potential successors know you are considering them for a new role

Tell the program staff member the results of the talent review

Follow-up17ReviewIdentify critical positions within your agency

Assess your talent (performance and potential)

Use a basic succession planning form

Dont keep it a secret share with the person

Focus on their development

Leverage and educate others to help you run your program

18Final ThoughtsEnsure the continuity of your agency plan for the future!

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