Succession Planning
Succession Planning course
For a full introduction to Succession Planning, you can access the quick 20 minute course on Thinkific through MyConnection < MyLearnings < Succession Planning.
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What is Succession Planning?
Succession planning is a strategic, intentional process to identify and develop future leaders, ensuring leadership continuity and mitigating risks. If focuses on preparing high-potential employees to fill key roles as they become available, promoting seamless transitions.
The goal of succession planning is to have the right person, in the right role, at the right time - aligning both with the organization's needs and the candidate's readiness. An effective plan achieves the following:
- Ensures continuity of service
- Enhances the employee experience
- Promotes retention
- Facilitates smooth leadership transitions
Key success factors
Six key success factors influence the design and delivery of the framework:
- Whole System Focus - all levels of leadership (Manager to Executive) are included in the scope of the program.
- Integrated - alignment to other HR programs is crucial to ensure an efficient, effective and consistent experience across the organization.
- Cross-Functional - Consideration of succession candidates will happen both within current and across other portfolios to encourage a systems focus when developing and moving candidates.
- Collaborative - Succession candidates will identify and confirm interest in future opportunities and will participate in the development of learning and growth plans with their supervisor.
- Aligned - The LEADS in a Caring Environment leadership framework will influence and supports the Succession Planning Framework. Together they provide a clear picture of the capabilities, skills and behaviours expected of leaders at various levels of the organization.
Succession Planning framework
Bringing the Succession Planning Framework to life is an intentional commitment and partnership between organizational leaders and Human Resources. Effective succession planning is leader-led and HR-supported.
The toolkit exists to support leaders in developing succession plans by providing tools and resources aligned to various phases in the succession planning process. HR- specifically the Organizational Effectiveness and Leadership team- will provide ongoing support, training and education.
The Succession Planning Framework provides a high-level visual of the 5 phases in the succession planning process within the SHA.
Phase 1: Identify Critical Roles
Critical roles are high in strategic value and rarity. Strategic value refers to the importance of the role in keeping the organization functioning and executing on the strategic objectives. Rarity refers to how difficult it is to find and develop the capabilities in the role. All roles at the ELT/SLT level are considered critical.
Phase 2: Assess Candidates
This process involves identifying employees for future opportunities, assessing performance and potential, and confirming interest through two-way conversations with supervisors intending to understand career aspirations.
Phase 3: Create Succession Readiness Plan
Succession Readiness Plans (SRPs) identify both internal and external 'Ready Now' and 'Ready Soon' candidates for each portfolio. Portfolio senior leadership teams will utilize SRPs to identify succession candidates for each executive leadership position both internal and external to the portfolio. SRP discussions will also allow portfolio senior leadership teams to identify any gaps in succession candidates for key positions and/or discuss development pathways/opportunities for candidates.
Phase 4: Develop Candidates
After discussing Succession Readiness Plans, leadership teams will concentrate on developing candidates. The focus is on further preparing candidates for future leadership opportunities through various learning and development opportunities including, but not limited to, courses and workshops, coaching, mentoring, and stretch assignments. The Leadership Development Plan template is a key resource to use when working with succession candidates. Development goals can be added to the annual APP if appropriate.
Phase 5: Move Candidates
The previous phases of the Succession Planning framework are all aimed at ensuring the SHA maintains a pipeline of capable, qualified leaders to ensure the right person, in the right roll, at the right time. Moving candidates includes a purposeful orientation and onboarding strategy that supports new leaders in making a successful transition from their previous role to the new opportunity.