HomeMy WebLinkAbout09.a.1)b) PowerPoint re Succession Planning Summary ReportSUCCESSION PLANNING SUMMARY
REPORT
Committee Chair
Greg St.John
Land Surveyor
Board Meeting
December 15, 2016
SUCCESSION PLANNING COMMITTEE
• Established in May 2014
Objective: Develop a formal succession plan
to maintain high service levels and prepare
the District for future retirements and sudden
changes to staffing
Monthly committee meetings
• This year's initiative: District's SOP Program
9.a.1)b)
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SUCCESSION PLANNING SUMMARY REPORT
Summarizes the results from the 2015
interviews and pre -interview
assessments
Provides recommendations to address the
findings identified for each workgroup
Compiled by SPC
Reviewed by SPC, supervisors, managers,
and Executive Team
ASSESSMENT PROCESS
In 2015, Pre -interview assessments
completed for each workgroup:
Gap Analysis
Vulnerability Analysis
SPC and staff volunteers conducted
workgroup interviews
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PRE-INTERVIEW ASSESSMENTS
• Gap Analysis
• Identifies organizational gaps related to:
• Cross-training
• Experience
• Supervisory experience
• Job description
• Vulnerability Analysis
• Identifies vulnerable positions based on:
• Departure risks
• Consequence of impact
• Staffing redundancy
ORGANIZATION OF THE REPORT
1. Introduction
2. Assessment Process
3. The recommendations are organized by:
• Departments
• Divisions
• Workgroups
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GENERAL OBSERVATIONS
• More retirements are expected
Continuous development of professional and
supervisory experience
Proactive succession planning needed for the
highly -specialized, vulnerable positions
Need for additional cross -training opportunities
Supervisory experience needed to compete for
promotional opportunities
Some job descriptions may require
updating
TYPES OF VULNERABILITIES
Loss of experience due to retirement
Lack of redundancy for some positions
Limited cross -training opportunities
Knowledge retention needs improvements
Some job descriptions do not accurately
reflect the current duties
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TYPES OF SOLUTIONS
• Create position -specific plan to address
vulnerable positions & anticipated retirements
• Utilize Transitional Positions to address
anticipated retirements
• Compile Standard Operating Procedures to
capture institutional knowledge
• Develop cross -training programs to increase
coverage of critical job functions
• Examine opportunities to provide supervisory
experience and trainings
• Update some job descriptions
QUESTIONS?
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