Leaders of Tomorrow Leadership Continuity Planning Program

Transcription

1 Leaders of Tomorrow Leadership Continuity Planning Program The Recruitment and Retention of the Right People for Our Culture. Our values form the heart of our culture OPHA Fall Forum, Toronto

2 Session Objectives Overview of Demographics Highlight Leadership Continuity Program Discuss 70/20/10 Developmental Model Share the Lived Experience Address Questions 2

3 Succession Planning 3

4 People Metrics Typical retirement age at Niagara Region is approximately 60 yrs Close to 30% of PH staff are 50+ yrs of age Almost 6% are 60+ yrs of age 4

5 What is the Importance of Succession Planning? 5

6 Benefits of Leadership Continuity Program Build bench strength Provide staff with opportunities for promotion and advancement Increase employee engagement Develop a consistent shared program for succession planning 6

7 Leadership Continuity Program (LCP) 7

8 LCP Process at a Glance 8

9 Roles & Responsibilities (MOR) Manager once removed is the manager of an employee s manager Manager Employees reporting manager Employee Employee of a manager s manager 9

10 Roles & Responsibilities Manager Development of required skills, knowledge and experience to meet performance demands and accountabilities of the team Assigns tasks Identify obstacles to performance Sponsor of employee to MOR Overall assessment of job performance Articulate tie to strategy of business unit SOR Development of skills, knowledge and experience to meet the performance demands and accountabilities of the organization for now and for the future Mentors / counsels on skills development; works with manager to find tasks that will support that development Identify obstacles to development Sponsor of employee outside business unit Overall assessment of future potential Articulate tie to strategy of organization 10

11 Framework for Development The 70/20/10 Model 10% Focuses on developing people using three main segments 20% Challenging Assignments Development Relationships Coursework & Training 70% 11

12 The 70/20/10 Model 70 %-Challenging Assignments 20%-Developmental Relationships 10% -Coursework and Training Secondments Coaching Classroom training Work Location Rotations 360 Assessments E-learning Acting Positions Performance Reviews Conferences/Seminars/ Workshops Stretch Assignments Transfers Corporate Mentorship Program Formal Education Professional Certifications 12

13 The Lived Experience 13

14 Expression of Interest- Completion of Employee Self Assessment Form 14

15 Personal Plan Development Kick-off Session 360 Evaluation Follow-up Workshop- Interrupting Results Action Plan Checkpoint Meetings 15

16 360 Feedback- Zenger-Folkman Competencies and Dimensions 16

17 Personal Plan In Action CORPORATE KNOWLEDGE EXCHANGE Manager s Role LEADERSHIP NIAGARA PROGRAM 70% - Challenging Assignments CORPORATE STRATEGIC WORKING GROUP OPPORTUNITIES Assist in the navigation of corporate and political opportunities Encourage and support participation on various assignments DIVISIONAL/ PROVINCIAL REPRESENTATION Provides feedback and coaching 17

18 Personal Plan In Action CORPORATE MENTORSHIP PROGRAM Manager s Role PERFORMANCE APPRAISAL 20%- Developmental Relationships 360 EVALUATION Support and encouragement to experience benefits of formal and informal mentoring Provides feedback and coaching to support continued growth and learning COACHING 18

19 Personal Plan In Action CORPORATE LEARNING CALENDAR Manager s Role LEADERSHIP NIAGARA 10%- Coursework & Training WORKSHOP FACILITATOR Resources allocation- time and budget SEMINARS/ CONFERENCES 19

20 Questions Presenters Ellen Wodchis Director, Chronic Disease & Injury Prevention Niagara Region Maria Brigantino Manager, Chronic Disease & Injury Prevention Niagara Region 20