Succession Planning PowerPoint
Download
Report
Transcript Succession Planning PowerPoint
Succession Planning
STRENGTHENING COMMUNITIES INITIATIVE
NORTHLAND FOUNDATION
DECEMBER 9, 2010
Introduction
2
Expectations
Succession Planning
Three types
Succession Plan
Role of Board
Role of Departing CEO
Tips
The Keeley Group
Succession Planning
3
CEO/Executive Director
Senior Management
Staff- Cross Training
The Keeley Group
Leadership Transition
4
Two Types
Unplanned Leave
Planned Departure
The Keeley Group
Insights
5
Organizational Values and impact on hiring
Internal candidate expected, in the mix or external
hiring
Compensation – future compensation- impact on
current salaries
Preparation of the board
Mentoring of management team
The Keeley Group
Succession Plan
6
Role of Board
Preparation of board
Develop and approve plan
Review plan annually
Role of Departing CEO
Preparing the Organization
Short term role
Healthy Closure
Outline the Process for Recruitment, Hiring,
Orientation, and Supervision of new CEO
Communication Plan
The Keeley Group
Getting the Board Ready
7
Role and Responsibilities
Well functioning board
Board development process effective
Membership – Expertise to manage succession
Strong board leadership – officers, executive
committee, special members
Understanding the organization
Experience with the management team
The Keeley Group
Getting the Organization Ready
8
Communicate the mission, vision and core values to
all
Funding and Fundraising
The organizational “to do” list of items
Strengthen management – internal leaders
Strong board leadership
Compensation and salary package
Deciding on your exit – timeline, role in near term
Writing the transition memo
The Keeley Group
The Plan
9
Succession Plan
Steps for replacement in an unplanned leave
Steps for replacement in a planned departure
Written and Approved by the Board of Directors
Filed in the drawer – reviewed every year (three to
five years)
Update
Internal candidates may emerge
The Keeley Group
Timeline
10
Three to five years
Create the plan
Share with funders
Put in strategic plan
Hiring process
Four to six months
Interim may be needed
Search firm, consultant, other volunteers
The Keeley Group
Recruitment and Hiring
11
Organizational Review
Staff and stakeholder input
Job Description and Qualifications Review
Compensation Package
Search firm or no search firm
Board role
Committee or board of the whole
Search and screening process
Interim or Acting
Communication Plan – who is the spokesperson
The Keeley Group
Onboarding and Supervision
12
Transition plan
Expectations
Performance Outcomes
Compensation and Performance
Onboarding
Day One
Week One
Month One
6 Months
12 Months
The Keeley Group
Special Circumstances
13
Organization in crisis or significant change needed
Interim
Changing the organization – platform for successful hiring
Founder driven organization
Board practice and preparation
Internal candidate or candidates
Future role of founder
The Keeley Group
Resources
14
Posted on Web site
http://www.northlandfdn.org/Grants/NonprofitResources.shtml
This presentation – slides and handout
Annie Casey – Two articles on Leadership Transitions
Staff Survey for Input
The Keeley Group