"PDP is our “go to” resource for all our organizational development needs and is well thought of by our CEO and Executive Team members."

 

 

Maintain Your Success

Succession Planning

Organizations not only need to be staffed to meet the business challenges of today, but also need to prepare for the human capital and leadership challenges of tomorrow. A well developed succession planning process is an important component in successfully meeting these challenges.

Comprehensive succession planning efforts are comprised of the following steps:

  • Each “key position” or “critical role” in the organization is profiled in terms of the skills, competencies, abilities, and experience requirements needed to perform in the position
  • Current employees in critical roles, as well as high potential employees, are identified and evaluated in terms of their aptitudes, skills, and abilities for the positions outlined above
  • Current employees are categorized into “Ready for Promotion Now”, “Ready for Promotion in 1-2 years”, “Ready for Promotion in 3 or More Years”, and “Not Promotable” categories
  • Positions that have “bench strength” (i.e., 2 or more candidates ready for promotion now or in 1-2 years”), are identified, as are positions that have no internal candidates – for such cases, a strategy is developed to identify external candidates for such roles
  • Development Plans are created for the incumbents who have been profiled in this process, including detail on the additional on-the-job experiences required by each incumbent
  • The Succession Plan is used as a guiding document for promoting, transferring, and managing the human capital of the organization
  • The Succession Plan is reviewed and updated semi-annually, and additional areas of “gaps” and “bench strength” are identified throughout the organization

Click for more information on how PDP can assist with each step of the Succession Planning process.