Succession management is an on-going process. Once you begin to implement strategies, it is important to ensure that candidates are ready to apply for these critical positions when the time comes. Supervisors and Managers will be needed to drive the program and monitor results. The succession plan’s success will depend on the skill and efficiency of the supervisors and managers.
Succession Program Evaluation
When evaluating the organization’s succession planning efforts, ask the following questions:
How do employees perceive the succession planning program? Does the program align with employee’s professional goals?
Are the strategies used meeting the succession planning goals and objectives?
Are staff able to successfully complete each stage and move through the process? Have any of the staff been promoted?
What percentage of positions have been filled internally? Are these staff remaining in positions for at least two years?
How quickly is the organization able to fill vacancies?
If critical positions are not being filled what is the reason? Is their savings from not filling positions?
The strength and success of the program can be determined by measuring both the participants’ growth as well as potential for promotion. Three possible assessment stages are as follows:
Diagnostic Assessments- Designed to determine what the participant knows at the beginning of the program. They also provide insight into tailoring the program to meet participant skill-building needs.
Formative Assessment- These assessments are conducted during the program. Formative assessments measure participant learning, identify gaps, make course corrections and determine whether or not the participant should proceed in the program.
Summary Assessments- These assessments are conducted at the end of the program, the determine what the participant has learned, their ability to transfer learning into the work environment and whether or not they have successfully completed all learning objectives.