Business Case for Succession Management

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Business Case for Succession Management
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What is Succession Planning?

• A systematic process to
• Identify key positions and hard-to-fill positions
  
• Identify the critical competencies that employees
  in those positions require
• 3. Prepare for their replacement to ensure the
  continued ability of an organization to meet its
  strategic goals and supporting objectives

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Examples of Key Employee

• Senior management employee responsible for a
  function that is critical for organizational
  success
• Employee who has specialized knowledge that is
  critical for organizational success

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Hard-to-Recruit Positions

• Filled by employees who have specialized
  knowledge that is rare in the workforce
• Efforts to fill the position externally would
  take an extended period of time, would require a
  high salary, or would be futile

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Senior Management Employee Statistics

• The average age is ____ .
• ____ percent are over 59 years of age.
• The average length of service is ____ .
• ____ percent have over 25 years of service.

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Summary of the Problem

• Retirements of senior managers and employees in
  other key positions and hard-to-recruit jobs will
  increase over the next 5 to 10 years.
• The departure of these employees could cripple
  your organizations ability to meet goals and
  objectives.

7
Solution to the Problem

• Begin a succession planning effort to identify
  key and hard-to-fill positions evaluate risks.
• Identify programs and strategies to prepare
  employees to replace employees in key and
  hard-to-fill positions as they leave.

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Succession Planning Goals

• No short- or long-term drop in agency
  capabilities as employees in key and hard-to-fill
  positions leave and are replaced
• At least 80 of key and hard-to-fill positions
  have at least two internal replacements available
• Recruitment plans are in place for all critical
  positions
• Plans are in place to get critical work done
  during vacancy periods