Appendix 2
Succession Planning Strategy Template
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Subject |
Content |
Responsible for Implementation and revision |
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Organizations
❑ Election/appointment periods
❑ Talent spotting
❑ Candidate selection and appointment
❑ Upgrading talent
❑ Overlapping positions
❑ Revising traditions
❑ Documentation and registering the knowledge
Individuals
❑ Time resources
❑ Motivation
❑ Handing over
❑ Finding other interests
❑ Introducing or suggesting yourself to interests
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1 Vision and Strategy Vision → mission → objectives → goals For each goal describe
Prioritize the key roles/areas/goals in your association |
2 Defining key issues, needs and possible gaps Tasks for the position • Needed knowledge • Needed skills • Needed experience • Personal competences • Other benefits • Network Areas of attention – missing resources or competences to be developed Timeline/plan for the development of the gaps discovered |
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3 Recruiting talent and successors Describe • Where you can find your talent • How you will choose successors • What barriers you might prevent – and how Create a talent pool |
4 Developing talent and successors Create a development plan including • On-the-job training • Off-the-job training • Networking and peer exchange opportunities
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5 Handing over process
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6 Revising the Strategy • Step by step revision • Adjusting to constitution • Adjusting procedures |