Professional Documents
Culture Documents
Succession Planning: Presented By: Cheryl Zimmerman, SPHR U.S. Office of Personnel Management Denver Service Center
Succession Planning: Presented By: Cheryl Zimmerman, SPHR U.S. Office of Personnel Management Denver Service Center
Presented by: Cheryl Zimmerman, SPHR U.S. Office of Personnel Management Denver Service Center
AGENDA
Putting the Pieces Together
External Scan The What and Why of Succession Planning Human Capital Succession Planning Steps and Models OPMs Partnership and Services Keys to Success
Age 41-44
229,680 (14%)
Age 55-59
159,588 (10%)
Age 45-49
Age 50-54
330,958 (20%)
Source: U.S. OPM's Central Personnel Data File
300,820 (18%)
Cutting edge
Upward Mobility Quality of Life
RETENTION MANAGERS
Business Concept
Will your agency have the right skill mix for the future? Human Capital Challenge!
If not, what will the cost to your agency be?
Will your agency have the right leaders to accomplish the mission?
Visionary, creative, risk-taking, initiative, technologically advanced
CHALLENGE: What is your Agencys Plan to meet the needs of the future?
Demand Analysis Workforce knowledges, skills and abilities to meet projected need Staffing patterns Anticipated programs and workload changes
GAP Analysis Comparison of future workforce competencies with future needs Analysis of how workforce demographics will change ID of areas in which management action will be needed to reach workforce objectives
Solution Analysis Planning workforce transition Employee development and retraining Changes in staffing patterns
Consultants?
Do I need outside assistance? Human Capital, Key Principles from Private Sector Organizations -GAO report to Congress, January 2000
Keys to Success
Laying out a detailed implementation plan from the beginning (ID budget and resources required. START TODAY!) Involvement and buy-in from top management, program managers, and human resource managers. Availability of accurate input data Good communication and marketing Employee Involvement Linkage of plan to other planning processes HR serves in a consulting role but management owns the process
Choosing to be