Succession planning

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]

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

Succession planning

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