HR SUCCESSION 101The Basics…

By Robin Bullock PHR

Succession… What does it mean?

> a number of persons or things following one another in order or sequence.

> the right, act, or process, by which one person succeeds to the office, rank, estate, or the like, of another.

>the assumption of a position or title, the right to take up a position or title, or the order in which a position or title is taken up

What is Succession Planning?

Succession planning is the deliberate preparation and recruiting (normally by HR Departments or assigned company management) plan that strengthens growth in leadership and management, prepares for unexpected turnover or expected retirement in highly critical or decision making positions. A highly successful plan creates a clear growth pattern for high performers in the organization and predicts the metrics or skills needed for future success.

Planning, Planning, Planning Career planning. An employee-centered practice of identifying the

interests of the employee and assisting that individual, as well as providing personal development options consistent with those talents and interests.

Career management. An organization-centered practice of creating jobs and organizational structures that promotes the achievement of business objectives.

Replacement planning. A shorter-termed practice of identifying replacements for personnel in key operating functions.

Succession planning. The future-focused practice of identifying the knowledge, skills and abilities to perform certain functions and then developing a plan to prepare multiple individuals to potentially perform those functions.

www.shrm.org/research/articles/successionplanning

Preparing a Succession Plan – Step one Develop first with C Suite buy-in the purpose

and reason. Determine the metrics and key factors as well as

what positions will be involved in the plan How often will the plan be reviewed? Who will have access to the plan? What format will it take? Training? How will we know it’s working? Successful?

Key Components…. Preparation of Tool Deliberate Metrics and Key drivers Highly Successful Leaders and top of bell curve

10% performers Include the A, B, & C performers Predicts the key areas of vulnerability Plans for the future Creates a clear path for success for both

company and individual

Who, When, and How? The HR Department normally is involved and assists with

the C Suite with the succession plan HR files the plan behind lock and key The plan is reviewed at key times normally quarterly or

annually depending on the size of the company Succession planning is a focused (but not necessarily

complicated) program of keeping talent in the pipeline. It is generally a 12- to 36-month process of preparation, not pre-selection.

All organizations can benefit from Succession planning no matter what size or location

Choosing by position…. C Suite – CEO, CFO, COO, CAO, CIO

These are key positions that if left open can leave a company vulnerable and susceptible to take overs and public scrutiny

Key Critical positions – Regional Directors, Regional Sales, Corporate HR, Corporate IT, Corporate Accounting

Highly unique positions – Education and experience are hard to get in the market (ex;

laser surgery, professional engineers with specific study, program writers, specialized recruiters)

Positions with high amount of expected retirement

Sample Succession Plan for Management Name Yrs

ServiceExperience

# of employees Turnover

Current Position Metric

Ability to Relocate

Rank

Rate

John Doe 5 100 – 2.5% 22 M No 1 A

Jane Smith

22 250 – 18% 45M Yes 1 B

Joe Mike 7 55 – 40% 9 M No 3 C

ElizabethAngel

3 80 – 9% 12 M Yes 2 A

Monty Knott

1 25 – 45% 8 M Yes 3 A

Succession plan for key positionIT – Director or Key Manager Possible Candidate

Critical skills

Training NeededFor us

Yrs OfExp

IndBusiness

Last contact madeWho knows them?

Joe Smith IT writer and developer

None 15 Tiles/Floor

Jane Doe None 22 Mkt. com Just recruiting tool HR Dir. Knows

Can Do Poss. Programs

9 Unemployed Ready now

Bet More systems 4

Smarty Pants

New to career

3

Succession plan for Retirement Pull workforce years of experience Survey employees with 25 years or more

experience in industry Survey those we know retiring Create chart of dates for retirement Develop autobiography of workers path in career

and with company Spreadsheet of open positions in next 12-60

mos. Update regularly

Succession Planning Recap Prepare Plan Promote Update Train Communicate