What is Succession Planning and Management?

The ICPI Succession Planning and Management Process - We can help you with every stage of the process or teach you how to manage each component yourself.

• Profile your critical positions
• Identify core, leadership, and technical competencies for positions
• Create and validate job profiles for critical positions
• Collect succession candidate data
• Candidates complete Skill and Preferences Inventory
• Competency assessments are developed
• Annual performance and development data are reviewed
• Determine current and needed bench strength for critical positions
• Develop selection matrix
• Create selection matrix of critical positions
• Identify skill gaps and create individual development plan
• Review Candidate Data
  • Competency Assessments--what are the biggest skill gaps and how critical are they? What ratings were received by managers, peers, and subordinates?
  • Performance Ratings and Appraisals--how has the candidate performed in the past and what are current goals and objectives?
  • Skills & Preferences Inventory--what are the candidates career goals? How do the candidates preferences and needs match up with the job profile?
  • Style/Value Fit--how does the candidate measure up or fit the position? Do they have the competency, personality, desire, qualifications, experience, and/or company values to meet the needs of the position?
• Continuously Review and Monitor Candidate's Readiness
  • Detemine candidates readiness--are they ready to move into a specific role? one year? two years? How can they be developed to be ready?
• Repeat Cycle
  • Succession planning is a continuous process and the steps should be repeated at pre-determined times or when business needs change

Why does your organization need to implement Succession Planning and Management?

• Foster a culture of performance throughout the organization
• Enable individual career planning and growth
• Ensure all critical positions are staffed with the best people
• Identify and develop internal talent
• Foster diversity advancement throughout the organization
• Retain and motivate talented individuals
• Provide increased opportunities for “high potential” employees
• Enhance knowledge sharing and reduce "geographic isolation"
• Assess strngths and dvelopment gasp of each function
• Identify developme needs to target necessary training, eduation and development
• Increase the overall talent pool within the organization
• Contributes to the implementation of the organization's strategic plans
• Improve employee morale
• Manage the effects of voluntary or accidental separation from the company

For more information on ICPI’s Succession Planning and Management Processes please contact us at info@icpiconsulting.com