Post on 13-Apr-2017
Dennis PruittVice President for Student Affairs
Division MeetingMarch 24, 2017
Succession Planningand
Post-Retirement Planning
A transition for the times…….
Why Succession Planning?• Transitions are coming:
o Known retirements o TERI programo Seasoned leadership
• We need a stronger leadership pipeline
• This has been identified as a potential risk area for the institution
Background• President’s directive• Meetings for initial assessments• Sunset of TERI program• Preparation for next steps…
• Scope – Our focus is on leadership and key positions
• Short-term goals – Develop a documented plan that identifies:o Interim leadership options for key
positionso Potential internal candidates for key
positionso Rising and potential leaders and
plans for their development• Long-term goals – Strong leadership
pipeline based on:o Identified future organizational needso Skills and competencies needed to
meet strategic priorities
Scope and Goals
• Responsibility for succession planning resides with each vice president, dean or chancellor
• The Division of HR supports the succession planning process
• Audit and Advisory Services will monitor our progress
Ownership
TIME FRAME
May 17, 2017 target date to have succession plans in place
The Neuroscience of Trust
“How do you create an employee – centric culture that can maintain a lasting effect on talent retention and performance?”
Paul J-Zak, HBR: Jan-Feb 2017 issue
The Neuroscience of Trust
“How do you create an employee – centric culture that can maintain a lasting effect on talent retention and performance?”
Key Strategies1. share information
broadly2. recognize excellence Paul J-Zak, HBR: Jan-Feb 2017 issue
What’s Next• Submit your questions to:
https://uscpdteam.wufoo.com/forms/z17qso51y4em2k/
• Meet with Directors on Tuesday, March 28
• Beginning March 29 meet with Assistant/Associate Directors of Student Life, Housing & Student Development, Enrollment Management, U101/NRC and Central Office over the next ten days
• Update at IdeaPOP! on May 17