Leadership at all levels is critical to the organization’s continued success and smooth operation. In order to ensure that there is a deep bench ready to take over, the center needs to consider establishing a Succession Planning and Management Program. A functioning succession strategy helps prevent disruptions when supervisory or managerial positions are vacated. Through this plan, managers are able to prepare employees to succeed when they assume higher responsibilities. It also helps employees create a clear path toward their desired position in the organization. Having this in place will help the organization develop future leaders and prepare the organization for eventual transitions brought about by employee departures.
We at ExeQserve Corporation believe that an effective program must consider the following factors:
We propose to use the same factors as a basis for developing the company’s Succession Planning and Management Program.
Determines the roles played by organizational leadership, unit managers/heads, and HR in succession planning. It is also important to clarify when and how each player needs to participate.
Determines how candidates for succession planning will be selected. Management needs to decide on whether they will nominate candidates or allow employees to enroll in the succession program.
After interested and qualified succession planning candidates are selected, they are enrolled in development programs appropriate to their job level. Career paths and development interventions shall be identified for each candidate from any of the following job levels:
Continuous evaluation and improvement are vital to succession planning effectiveness. Some organizations commonly track the quantitative and qualitative succession planning program measures including:
