Simple Succession Implementation Plan€¦ · Simple Succession Implementation Plan SIGMA’s...

Talent Replenishment ProcessSIGMASuccession

Simple Succession Implementation Plan

SIGMA’s Simple Succession Planning is a straightforward process for identifying and developing internal talent to replenish existing talent when it exits the organization.

This Simple Succession Implementation Plan provides a roadmap to set your company’s succession program underway. In addition to an overview of information from the Critical Roles workshop, this document outlines a project plan for all 6 stages of SIGMA’s Simple Succession program.

© 2018 SIGMA Assessment Systems Inc. All rights reserved.

SIGMASuccession Implementation PlanYour Future. Down to A Science. www.SIGMAAssessmentSystems.com

iidentify critical rolesbbuild success profilennominate successorsaassessdevelopmentneedsddevelop talentmmeasure progress

SIGMASuccession

simple succession processdescription deliverable

Identify which roles your organization should target through its succession program.

Succession Advisory TeamCritical RolesSuccession Implementation Plan

Describe the talent composition required for each critical role at the present time and according to your organization’s future needs.

Critical Role Success ProfilesNomination Committee Members

Select succession candidates for each critical role through a nomination survey.

High-Priority Candidates ListSuccession Bench SummaryAssessment Plan

Summarize the talent profile of each succession candidate, and identify gaps to target through development.

Candidate Succession ProfilesCoaching Plan

Outline or update development plans for each candidate, and track recommended and completed development activities.

Candidate Development PlansCandidate Development Activities Tracker

Update the scorecard tracking various indicators of improved succession planning outcomes.

Talent Progress ScorecardUpdated Succession BenchUpdated Candidate Succession ProfilesUpdated Succession Implementation Plan

2

SIGMASuccession Implementation PlanYour Future. Down to A Science. www.SIGMAAssessmentSystems.com3

SIGMASuccession

your succession advisory team

president and ceo

AnnaApple

vp,financeBronwenBlueberry

vp, operations

CarlChestnut

vp, marketing

DeanDamson

director, marketing

Gretchen Grape

director, financeHarriet

Honeydew

director, business

operationsJacksonJackfruit

director, human

resourcesKenneth Kumquat

director, sales

FranklinFig

vp, human resources

EdwinaElderberry

director, director

NameName

director, director

NameName

director, director

NameName

director, director

NameName

director, director

NameName


SIGMASuccession

current succession process / recommendationscurrent succession process recommendations

who involvedpersons with input

how decidedforms of selection

criteria

how formal and transparent

degree recognized and understood by

employees

how perceivedmanagement and

employee perceptions

how communicated

information forms and availability

4


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organizational chart iVery Urgent Strongly Urgent Moderately Urgent Slightly Urgent Not Urgent

apresident / ceobvice-presidentcdirectordsenior manager

emanager

5

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

manager, manager

NameName

srmanager,manager

NameName

srmanager,manager

NameName

srmanager,manager

NameName

sr manager,manager

NameName

srmanager,manager

NameName

srmanager,manager

NameName

srmanager,manager

NameName

presidentAnnaApple

vp,financeBronwenBlueberry

vp, operations

CarlChestnut

vp, marketing

DeanDamson

director, marketingGretchen

Grape

director, financeHarriet

Honeydew

director, business

operationsJacksonJackfruit

director, human

resourcesEdwina

Elderberry

director, sales

FranklinFig

srmanager,marketing

NancyNectarine

srmanager,accounting

OrvilleOrange

srmanager,business

operationsPercivalPlum

sr manager,financeKennethKumquat

srmanager,human

resourcesLeonardLemon

srmanager,sales

MichaelMulberry

srmanager,legal

QuentinQuince


December 2017 Incumbent ListIncumbent Organization Demographics Critical Role Identification Score (Out of 5)

Role Name Retirement Date Age Tenure Urgency External Internal Impact Unique Score

EX President and CEO APPLE, Anna 2025 52 23 2.4 1.1 1.2 3.8 4.3 2.7

VP

Finance

Operations

Marketing

Dir

ecto

rs

Finance

Business Operations

Human Resources

Sales

Marketing

Man

ager

sSIGMASuccession

incumbent overview i


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results of questionnaire iJanuary 2018 Critical Role Identification Results

Incumbent Critical Role Identification Score (Out of 5) IncumbentCritical Role Identification

Score (Out of 5)

Role Name Workshop Survey Differ-ence Role Name Workshop SurveyDiffer-ence

EX President and CEO APPLE, Anna 2.7 2.5 - 0.2

VP

Finance BLUEBERRY, Bronwen 2.2 2.8 + 0.6

Operations

Marketing

Dir

ecto

rs

Finance

Business Operations

Human Resources

Sales

Marketing

Man

ager

s


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your recommended focus iJanuary 2018 Critical Role Focus

Incumbent Organization Demographics Results of Critical Role Questionnaire (Out of 5)

Role Name Retirement Date Age Tenure Urgency External Internal Impact Unique Score

EX President and CEO APPLE, Anna

2025 52 23 2.4 1.1 1.2 3.8 4.3 2.7

[Notes]

VP

Finance [Notes]

Marketing [Notes]

DIR

Human Resources [Notes]

Business Operations [Notes]

SIGMASuccession Implementation PlanYour Future. Down to A Science. www.SigmaAssessmentSystems.com

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC

2017

2018

2019

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simple succession timeline

9

iidentify critical roles nnominate successors aassessdevelopmentneeds

ddevelop talent mmeasure progressbbuild success profile

iidentify critical roles nnominate successors aassessdevelopmentneeds ddevelop talent mmeasure progressbbuild success profile


1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

iidentify critical rolesbbuild success profilennominate successorsaassessdevelopmentneedsddevelop talentmmeasure progress

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simple succession timeline2017

Current Snapshot JAN

Critical Role Workshop JAN

Critical Role Survey FEB

Succession Implementation Plan FEB

LSBQ Survey MAR

Critical Role Success Profiles APR

Success Profiles Workshop APR

Finalize Success Profiles MAY

Nomination Survey MAY

Nomination Survey Workshop JUN

Assessment Plan JUN

Succession Bench JUN

Assess Hi-Priority Candidates JUL

Development Needs Workshop AUG

Finalize Succession Profiles AUG

Coaching Plan AUG

One-On-One Coaching Sessions SEP

Build Individual Development Plans OCT

Develop Talent Workshop OCT

Finalize IDPs; Follow-Up Coaching NOV

Talent Progress Scorecard

Progress Workshop

Nomination Survey

Process Debrief; Plan for Next Cycle

10

148

28

1 14

15 28

8 21

14

22

1 14

15 28

15 28

15 28

1 21

15 28

14

28

14

15 28

8 21 22

7

21

1 14


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project plan identify critical roles iwhat

tasks to executewho

persons responsiblewhen

start and end dateshow

resources involved

butdependencies and other

considerations

Complete NDA Company X – Project Lead SIGMA Provides NDA

Org. Demographics; Role Descriptions Company X - HR

HRIS Data; Job Descriptions

Succession Metrics Company X – Project Lead

Summarize Snapshot SIGMA

List of Attendees Company X

Communication to Attendees Company X – Project Lead

SIGMA Provides Draft Communication

Identify Succession Advisory Team Workshop Attendees

Identify Participants for Critical Roles Survey Workshop Attendees

Communication to Participants Company X – Project Lead


Complete Critical Role Survey Company X – SAT

Identify Critical Roles SIGMA

Draft SuccessionImplementation Plan SIGMA

Presentation of Succession Implementation Plan SIGMA

Finalize Succession Implementation Plan SIGMA; Company X

Job Grant Briefing SIGMA

11

Current Snapshot

Critical Role Workshop

Critical Role Survey

Succession Implementation

Plan


SIGMASuccession

project plan build success profiles bwhat

tasks to executewho



resources involved


considerations

LSBQ Position Descriptions Company X – Project Lead SIGMA Provides Description Template

List of Participants Company X – Project Lead



Complete LSBQ Survey Company X – SAT; Incumbents Online Survey

Compile LSBQ Results SIGMA

Build Success Profiles SIGMA

List of Attendees Company X


Validate Success Profiles SIGMA; Company X WORKSHOP

Identify Coaching Needs SIGMA; Company X WORKSHOP

Finalize Success Profiles SIGMA

Incumbent Coaching Plan SIGMA

Identify Nomination Survey Participants Company X – SAT

12

LSBQ Survey

Critical Role Success Profiles

Success Profiles Workshop

Finalize Success Profiles


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project plan nominate succession candidates nwhat

tasks to executewho



resources involved


considerations



Distribute Success Profiles SIGMA

Complete Nomination Survey Company X – SAT,

Compile Results SIGMA

List of Attendees



Draft Succession Benches SIGMA

Validate Succession Benches Workshop Attendees Identify Potential Conflicts of Interest

Finalize Succession Benches SIGMA

Communication Plan SIGMA

Candidate Assessment Plan SIGMA

13

Nomination Survey

Nomination Survey Workshop

Coaching Bench

Assessment Plan


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project plan assess development needs awhat

tasks to executewho



resources involved


considerations

Candidate Contact Information Company X – Project Lead



Complete Candidate Assessments Company X – Participants


List of Attendees Company X – Project Lead



Identify Gaps – Success Profiles vs. Candidates Workshop Attendees

Validate Results Workshop Attendees Identify Potential Conflicts of Interest

Finalize Succession Profiles SGIMA

Candidate Coaching Plan SIGMA

14

Assess High-Priority

Candidates

Development Needs Workshop

Succession Profiles

Coaching Plan


SIGMASuccession

project plan develop talent dwhat

tasks to executewho



resources involved


considerations



Participate in CoachingSessions Company X – Candidates

Compile Individual Development Plans SIGMA

List of Attendees Company X – Project Lead



Present IDPs SIGMA

Identify Developmental Opportunities Workshop Attendees

Finalize Development Plans SIGMA

Compile Development Tracking Summaries SIGMA; Company X

Follow-Up Coaching Sessions Company X – Candidates

15

One-On-One Coaching Sessions

Individual Development

Plans

Develop Talent Workshop

Finalize IDPs and Follow-Up Coaching


SIGMASuccession

project plan measure progress mwhat

tasks to executewho



resources involved


considerations

Provide Progress MetricsData Company X – HR, SAT

Provide Candidate IDP Updates Company X

Compile Talent Progress Scorecard Results SIGMA

Measure IDP Progress SIGMA



Distribute Success Profiles SIGMA

Complete Nomination Survey Company X – SAT,




Review Talent Progress Scorecard Workshop Attendees

Review Suite of Success Profiles Workshop Attendees

Review Results of Nomination Survey Workshop Attendees

Determine Next Steps

Update SuccessionImplementation Plan SIGMA

Update Succession Profiles SIGMA

16

Talent Progress Scorecard

Nomination Survey

Progress Workshop

Simple Succession Debrief and

Planning for Next Succession Cycle


SIGMASuccession

project plan templatewhat

tasks to executewho



resources involved


considerations

17


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communication plan iwhat

type of communicationwho

audiencewhen

datehow

mediumby

communicator

weekly

monthly

quarterly

annually

18

Status Update SAT Mondays SAT Leader

Status Update EX Start of Month SAT Leader

Planning and Review Managers

Planning and Review Candidates

Planning Meeting SAT

Progress Meeting EX

Intranet Post Candidates


SIGMASuccession

assessment plan i

preparatory

pre-assessment

assessment

post-assessment

whenstart and end dates

whattasks to execute

whopersons responsible

howresources involved


considerations

19

Identify Targets Company X

Assessment Checklists SIGMA

Succession Program Communication Company X / SIGMA

Draft Communication, Target Email Addresses

Assessment Process Communication Company X / SIGMA

Draft Communication,Rater Selection Form

Targets Complete Rater Selection Form Targets

HR Reviews RaterSelection Form Company X

Compile Rater Information SIGMA

Rater Selection Forms Vetted by Company X

Survey Launch SIGMA

Survey Invitations SIGMA Draft Invitation Communication

Survey Reminders SIGMA Draft ReminderCommunication

Surveys Completed Targets

360 Report Delivery SIGMA

Group Results SIGMA Results Template or Presentation Deck

Recommendations SIGMA

Debrief and Coaching??? SIGMA


SIGMASuccession

contact

Glen [email protected] ext. 233SigmaLeader.com

US: SIGMA Assessment Systems, Inc. PO Box 610757 Port Huron MI 48061-0757 P: 800-265-1285 E: [email protected]: Research Psychologists Press, Inc. PO Box 3292 Stn. B London ON N6A 4K3 P: 800-401-4480 E: [email protected]

www.SIGMAAssessmentSystems.com

Simple Succession Implementation Plan€¦ · Simple Succession Implementation Plan SIGMA’s...

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