Best Practices in Succession Planning Jon Beck, CPIM, CSCP Brent Johnson, CSCP Frank O’Connor, CFPIM, CSCP

Best Practices in Succession Planning

Jon Beck, CPIM, CSCPBrent Johnson, CSCPFrank O’Connor, CFPIM, CSCP

Don't Gamble with your Chapter's Future - Attend the VLW!

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Succession planning doesn’t just happen! Term limits drive succession planning. Recommended progression path. Develop leaders. Look for long term commitment that

will benefit the chapter. Does your chapter have a plan? If not, where do you start?

Discussion Points

PROGRESSION PATH


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Portland’s Progression PathAs Non-Binding recommendations to future officers it is strongly suggested that the following guidelines are followed: APICS Portland Chapter recommended

progression path: Director Executive Vice President President

It is preferred, but not mandated, that the candidate serves at least one year in each position.

CHAPTER BYLAWS


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Term limits drive succession planning

Chapter bylaws stipulate term limits: Term limits for all elected APICS Portland

Chapter Officers (including the President) are two years.

It is the Policy of APICS Portland Chapter that the EBOD are elected for terms of one year and will not hold the same position for more than two consecutive years, without a majority vote of BOD.


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After two years of elected service an officer can, however, hold another elected BOD or EBOD position for another maximum of two years.

This avoids the “President for Life” syndrome.

Term limits drive succession planning (cont’d)


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Develop Leaders – Director Identify potential future leaders and

recruit into a Director’s role. Certification is a strong preference. Encourages future thinking

look for a 4-6 year commitment Drives recruitment of “serious”

volunteers. This is the leadership path to the EBOD. Director of Education is our preferred

gateway to the EBOD.


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Develop Leaders – Treasurer/Secretary The qualifications for candidates

running for Treasurer/Secretary are that they must have served at least one year on the BOD.

The Treasurer/Secretary must be a voting member in good standing.

We try to recruit individuals with a financial background whenever possible for this position.


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Develop Leaders – Executive Vice President The qualifications for candidates

running for Executive VP are that they must have served at least one year on the BOD and preferably have followed the chapter progression path.

The Executive VP must be a voting member in good standing.

We want a candidate that will commit to the progression path.


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Develop Leaders – President The qualifications for candidates

running for President are that they must have served at least two year on the BOD and preferably have followed the chapter progression path.

The President must be a voting member in good standing.

Make sure to have your succession plan worked out!


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Past President

Not an honorary title. It is very much a working position. Mentoring of current president and

EVP. Sounding board for ideas. Continuum of chapter’s philosophy

(and our Portland “keeping it weird” attitude).

WHERE TO START?


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Where to Start?

Chapter bylaws Update to include term limits

Develop your own recommended progression path Include it in your bylaws to give it

emphasis and permanence Identify potential leaders

Start with your current BOD


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Interview potential candidates. Look for breadth and depth of

experience. Encourage qualified but possibly

“reticent” candidates. After all, you don’t really want to be

“President for Life,” do you?

Where to Start (cont’d)?

QUESTIONS?

THANK YOU!

SEE YOU IN LAS VEGAS!!!

Documents

Best Practices in Succession Planning Jon Beck, CPIM, CSCP Brent Johnson, CSCP Frank O’Connor, CFPIM, CSCP