What Your Mother Never Told You About Succession Planning, Part III
This is the third and final segment of a 3-day blog about Succession Planning. You can find the previous two blogs on this same website. Enjoy!
How Do I Create a Candidate Profile? Once candidates have been identified for succession based on the job skills needed for the key position, an assessment should be conducted to determine areas of strength, areas to be developed, and state of readiness for succession. Some of the opportunities that might be made available to potential successors to build their confidence, skill set, and help with knowledge transfer are:
-Internal Mentoring
-Instructor Led or E-learning on specific topics, such as finance
-Job Shadowing
-Job Rotation
-Cross-training
-On the Job Training
-Coaching -Interim Placement for Special Assignments
Below is an example of a tool that can be used to assess a key position before setting a succession plan in motion. Key Position Assessment Tool Instructions: Complete this form for each position qualified to act in the key position on an interim basis, if needed. A key position is any position that would severely affect the day-to-day operations of the division/district/office if it was suddenly vacated.
KEY POSITION ASSESSMENT TOOL
Position Title:
Person Currently Holding Position:
Minimum Competencies Needed:
Possible Replacement Challenges:
Critical Knowledge Transfer:
Methods for Transferring Knowledge: Check all that apply:
-Job Shadowing
-Mentoring
-Coaching
-On the job training
-Counseling
-Job Rotation
-Classroom Training
-Temporary Assignment
-Cross Training
Risk, if position vacated: -Low -Medium -High