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Succession Planning

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SUCESSION PLANNING

1 de 22
SUCCESSION PLANNING Presented by: Cheryl Zimmerman, SPHR U.S. Office of Personnel Management Denver Service Center
AGENDA “ Putting the Pieces Together” ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Aging of the Workforce (September 30, 1998) Age 30 or Less 112,229 (7%) Age 31-40 402,304 (25%) Age 41-44 229,680 (14%) Age 45-49 330,958 (20%) Age 50-54 300,820 (18%) Age 55-59 159,588 (10%) Age 60 or Over 93,189 (6%) Source: U.S. OPM's Central Personnel Data File
Fewer Federal Employees ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Trends Affecting Employee Recruitment & Retention ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Retention Factors 2 3 4 5 6 7 ,[object Object],Career Development / Training Exciting, meaningful assignments Contribution to the organization Challenge Cutting edge Upward Mobility Quality of Life 1 8
RETENTION MANAGERS A new management emerges!!
WHAT IS SUCCESSION PLANNING? ,[object Object]
Why Succession Planning? How Succession Planning Helps Organizations ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Investment in Human Capital “ Leading organizations understand that effectively managing employees, or human capital, is essential to achieving results. Only when the right people are on board and provided the training , tools , structures , incentives , and accountability to work effectively is organizational success possible.” Quote from GAO report: “Addressing High Risk and Improving Performance and Accountability”
Business Concept RISK of not having a succession plan ,[object Object],[object Object],[object Object],[object Object],[object Object]
THE SUCCESSION PLAN ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
THE SUCCESSION PLAN ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Succession Planning Illustration HHS Planning Model ,[object Object],[object Object],[object Object],[object Object],[object Object], ,[object Object],[object Object],[object Object],[object Object], ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],
[object Object],[object Object],Consultants?
Why OPM can Help ,[object Object],[object Object],[object Object],[object Object]
OPM Services for Succession Planning ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
..And Yet More OPM Services for Succession Planning ,[object Object],[object Object],[object Object],[object Object],[object Object]
Management Competency Development ,[object Object],[object Object],[object Object],[object Object]
Other OPM Services ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Keys to Success ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Choosing to be PROACTIVE vs. REACTIVE

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Succession Planning

  • 1. SUCCESSION PLANNING Presented by: Cheryl Zimmerman, SPHR U.S. Office of Personnel Management Denver Service Center
  • 2.
  • 3. The Aging of the Workforce (September 30, 1998) Age 30 or Less 112,229 (7%) Age 31-40 402,304 (25%) Age 41-44 229,680 (14%) Age 45-49 330,958 (20%) Age 50-54 300,820 (18%) Age 55-59 159,588 (10%) Age 60 or Over 93,189 (6%) Source: U.S. OPM's Central Personnel Data File
  • 4.
  • 5.
  • 6.
  • 7. RETENTION MANAGERS A new management emerges!!
  • 8.
  • 9.
  • 10. Investment in Human Capital “ Leading organizations understand that effectively managing employees, or human capital, is essential to achieving results. Only when the right people are on board and provided the training , tools , structures , incentives , and accountability to work effectively is organizational success possible.” Quote from GAO report: “Addressing High Risk and Improving Performance and Accountability”
  • 11.
  • 12.
  • 13.
  • 14.
  • 15.
  • 16.
  • 17.
  • 18.
  • 19.
  • 20.
  • 21.
  • 22. Choosing to be PROACTIVE vs. REACTIVE

Notas del editor

  1. *