CITY OF AIKEN

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CITY OF AIKEN

• SUCCESSION MANAGEMENT
• PROGRAM
• Kenneth Cook, SPHR
• Human Resources Director

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What is Succession Management?

• The process of identifying and preparing
  candidates for key positions and high level
  management positions that become vacant due to
  retirement, resignation, death or new business
  opportunities.

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WHY Succession Management?

• Thirty-Three Percent of department heads could
  retire in five or less years. All of them could
  retire in the next eight.
• Sixty-Three percent of all Public Safety Captains
  could retire in five years or less.
• Fifty percent of Public Works Superintendents
  could retire in less than five years.
• City Manager could retire in less than five
  years.

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TWO NEEDS

• To replace the future loss of knowledge, skills,
  and talents of upper managers
• To develop younger employees that now occupy
  mainly lower level management or non-management
  functions

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Continuation of Existing Program

• Changing Direction program develops math and
  reading skills and leadership skills
• Prepares employees for crew leader and first line
  supervisor positions
• Develops employees into more capable and
  confident employees
• Improves morale

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SELECTION

• The HR Director will engage in recruiting for the
  purpose of establishing diversity
• Departments Directors, Assistant City Manager,
  and City Manager will all work to identify
  high-potential employees for the program
• Employees may self nominate

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Voluntary Program

• Looking for employees that are willing to take on
  greater responsibilities
• Looking for employees willing to be involved in
  learning activities that may require additional
  night and weekend work
• Training will be held once a month for two years

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SELECTION PRIORITY

• Those who possess a BA/BS or higher, those with
  at least an Associates Degree and/or those that
  have achieved level six (6) in Work Keys and are
  participating in the Changing Direction program
• Those with demonstrated college course work
  success and considerable experience in their
  field of interest or those with an equivalent
  combination of education and experience that
  provides the necessary knowledge, skills, and
  abilities to be successful in the Succession
  Management Program.

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TWO MAIN ELEMENTS

• Leadership/Management Training
• Mentoring and Experiential Projects

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LEADERSHIP TRAINING

• City will partner with Aiken Technical Colleges
  Division of Workforce and Business Development
  for leadership training

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FOURTEEN LEADERSHIP COMPETENCIES

• Communication, conflict resolution, customer
  orientation, organizational astuteness,
  performance management, personal integrity,
  personal accountability, technical competence,
  financial and resources management, staff
  development and coaching, time management,
  versatility, critical thinking and decision making

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MENTORING

• Step one Identify Key Positions for Succession
• Already completed
• Key positions are City Manager, Assistant City
  Manager, Department Directors, Assistant
  Department Directors and key middle manager
  positions

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KEY MIDDLE MANAGER POSITIONS

• Public Safety Officer V
• Recreation Superintendent
• Public Works Superintendent
• City Clerk

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Conclusion

• Succession management should not be treated as a
  tool for use in the distant future. The
  consequences of not being prepared can have a
  major impact on future success. Now is the time
  for planning.

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QUESTIONS?