HomeMy WebLinkAbout09.a.1)d) (Part 2) PowerPoint Presentation 9.a. l )d)
Part 2
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UCCESSION PLANNING SUMMARY
REPORT
Committee Chair
----�' Greg St:Jphn
Land Surveyor
Board Meeting
— — March 2.2017
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SUCCESSION PLANNING COMMITTEE
* Established i,n May X014
°
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
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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
o Reviewed by SPC, supervisors, managers,
and Executive Team
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ASSESSMENT PROCESS
In 2015, Pre-interview assessments
completed for each workgroups
Gap Analysis
Vulnerability Analysis
SPC and staff volunteers conducted
workgroup interviews
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PREwINTERVIEw ASSESSMENTS
Gap Analysis
Identifies organizational gaps related to:
Cross-training
Experience
Supervisory experience
Jab description
Vulnerability Analysis
Identifies vulnerable positions based an:
Departure risks
Consequence of impact
- Staffing redundancy
ORGANIZATION QF THE REPORT
1 , Introduction
. Assessment Process
3. The recommendations are organized by:
Departments
❑IVISIOilS
• 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
i
promoti.onal opportunities
Some job descriptions may require
updating
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TYPES [3F 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 supervisoryexperience and trainings
Update some job descriptions
QUESTIONS?
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