SUCCESSION PLANNING: DEVELOPING TOMORROW’S MUNICIPAL LEADERS · SUCCESSION PLANNING: DEVELOPING...
Transcript of SUCCESSION PLANNING: DEVELOPING TOMORROW’S MUNICIPAL LEADERS · SUCCESSION PLANNING: DEVELOPING...
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SUCCESSION PLANNING: DEVELOPING TOMORROW’S MUNICIPAL LEADERSOMSAA Leadership SymposiumSarah Hamulecki, Coordinator of HR, Oxford CountyMay 15, 2019
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WHO AM I AND WHERE ARE WE?
• Sarah Hamulecki, Coordinator of Human Resources
• Oxford County is located in Southwestern Ontario• Population: 111,000• 800 employees
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BACKGROUND
• Strategic plan developed in 2012• One directive focused on Oxford County
employees• Initiatives included:
• Employee Engagement survey• Competency Framework• Our People, Our Strength Plan• Learning & Development calendar• Succession Planning and Leadership Development
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SUCCESSION PLANNING & LEADERSHIP DEVELOPMENT• Created Leadership competencies• Developed a Succession Planning & Leadership
Development Toolkit (2015)• Succession Planning Tool • Leadership Development Resources
• Leadership Development Action Plan • 360 Assessments• Future Ready Leadership program
• Not a policy
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SUCCESSION PLANNING TOOL
• 1 page document • Directors to complete on an annual basis
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LEADERSHIP DEVELOPMENT ACTION PLAN• Commitment by employees and supervisors to
support leadership competency development• Optional• Tied to the Performance Appraisal process• Identified:
• Goals/competencies to be developed• Contextual (on the job) learning• Relational learning• Formal training
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360 ASSESSMENTS
• Off-the-shelf assessment (Psychometrics)• All of EMT (Extended Management Team)• Assessment and debrief with HR afterwards• Employee encouraged to share with supervisor
(not mandatory)• For personal development; not tied to
performance
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FUTURE READY LEADERSHIP PROGRAM• Mohawk College Enterprises• Offered in-house to 20 participants (2 cohorts)• Combination of existing and aspiring leaders• 7 days; 1 day per month• Content worked with our competencies
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WHAT HAPPENED?
• Directors did not complete the Succession Planning Tool (or did but didn’t share it)
• Wave of Action Plans completed at first, then dwindled & no follow up
• 360 assessments completed successfully & with positive feedback
• Ran 2 FRL cohorts successfully & with positive feedback
• Paused for a Learning & Development review (Deloitte)
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CURRENT REFRESH
• Committed to revamping our Succession Planning program
• Explored different options (for leadership development too)
• Narrowed down to 2 options: • More formal succession planning with a pool of identified
top talent• Modified version of our current program
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CURRENT REFRESH
• Moving forward with the modified version• Did not want it to become a make-work project• Decision was partially impacted by the regional review
• What will it look like? • Annual review of potential future vacancies & OMERS
data with HR• New Leadership Development program (Enliven HR)• Selection of aspiring leaders based on projected future
vacancies • Employees encouraged to continue to discuss
development plans through their PA
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SUMMARY & LESSONS LEARNED
• Consider best practices but keep things simple and realistic for your organization
• Overall development philosophy = prepare people to be the best candidate for vacancies, but no guarantees
• Leadership development doesn’t “fix” people
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Succession PlanningDeveloping Tomorrow’s Municipal Leaders
Thunder Bay, ONMay 15, 2019
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Succession Planning
Leadership Succession Planning
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Succession Planning
Unlike other businesses, if local government closes down, our world would not be the same…
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Succession Planning
Just Imagine?
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Succession Planning
No Water…
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Succession Planning
No Paramedics…
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Succession Planning
No Garbage Collection…
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Succession Planning
No Sewers…
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Succession Planning
No Streets, Signals, Stop Signs…
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Succession Planning
No Public Recreation Facilities…
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Succession Planning
No Social Workers
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Succession Planning
No Planning…
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Succession Planning
No One to Put Out Fires…
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Succession Planning
No One to Catch the Bad Guys…
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Succession Planning
Everything would just go down the toilet!
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Succession Planning
Municipal Sector
• 444 Ontario municipalities
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Tiers Population
• 173 Single Tier• 32 cities• 23 municipalities• 28 towns• 85 townships• 5 villages
• 30 Upper Tier• 241 Lower Tier
< 1,000 1,000 – 10,000 10,000 – 25,00025,000 – 50,00050,000 – 100,000100,000+
80191
80283134
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Succession Planning
Municipal Sector is Big Business
• Municipalities are responsible for:–$41.0B in annual spending–270,000+ employees–26 different services provided [airports to zoos]–Municipalities own & maintain 67% of all capital assets
in Ontario (Feds 10%, Province 22%)–Municipalities receive only 9¢ of every tax dollar
collected in Canada (Feds 47¢ , Ontario 44¢)
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Succession Planning
Careers in the Municipal Sector
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Succession Planning
Local Government
• Positions available at all levels in municipalities• $50K - $250K salary range• Excellent benefits & OMERS pension plan• Great mobility & flexibility• Career advancement• Mentoring by experienced professionals
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Succession Planning
Raising Public Awareness
• Better knowledge of local government by public is essential
• Enhanced awareness of local government by academia is critical
• Promote municipal career opportunities• Quality programs & services • Public confidence is improved
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Succession Planning
Tecumseh App
• Introduced August 2016• First of its kind for a Canadian
municipality• Subscribers receive choice of info
updates• Various channels available for
custom messaging• www.tecumsehapp.ca
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Succession Planning
Succession Planning
According to Wikipedia:• “Succession planning is a process for
identifying and developing new leaders who can replace old leaders when they leave, retire or pass on.”
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Succession Planning
Succession Planning
• We must be prepared• Need to develop the next generation of
municipal leaders• Councils must support resource development• As community leaders…it is our duty
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Succession Planning
Need for Succession Planning
• If we fail to plan…we plan to fail• Preparing for challenges & opportunities
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Succession Planning
Succession Planning
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Succession Planning
ONWARD’s Academia Network
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Succession Planning
Technology
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Succession Planning
Municipal Staff Eligible to Retire by Region
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42%
44%
43%
44%44%
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Succession Planning 30
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Succession Planning
Multi-generational Workforce…
• What are the different generations in the workplace?
• Each group has its own distinct characteristics, values & attitudes toward work, based on its generation's life experiences– Traditionalists...1925-1946– Baby Boomers...1947-1964– Generation X...1965-1980– Millennials or Generation Y...after 1980
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Succession Planning
Leaders Embrace Younger Generations
• Help them grow• Embrace diversity• Work toward a greater purpose• Prepare them for Industry 4.0• Extend freedom, flexibility & responsibility• Provide mentoring & coaching opportunities
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Succession Planning
Strategies for Cross-Generational Leadership
1. Re-energize your compensation & benefits2. Expand your communication strategies3. Make mentoring a constant
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Succession Planning
Changing Dynamics of Workforce
• Recruitment – Professional– Technical– Support
• Attracting, developing & retaining staff • Poaching • Compensation• Work-life balance• Wellness & EAP Programs• Attracting the brightest & best• Succession Planning value
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Succession Planning
5 Factors Common to High Performing Peer Groups
1. Having the right people in the room2. Enjoying a safe haven3. Fostering valuable interaction4. Creating a culture of accountability 5. Having a servant leader
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Succession Planning
Recruitment in Tecumseh
• Director Public Works• Chief Administrative Officer• Chief Financial Officer• Fire Chief• Clerical & technical support • Students
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Succession Planning
The Discipline of Success
• If you want to be successful, it seems to make sense to be around successful people
• The people we are surrounded by have an immeasurable impact on us
• Who you surround yourself with matters!
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Succession Planning
The Importance of a Mentor
• In addition to peers, it’s important to have a mentor
• Tap into the wisdom & experience of others • Pay it forward to others when people need
our help
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Succession Planning39
![Page 52: SUCCESSION PLANNING: DEVELOPING TOMORROW’S MUNICIPAL LEADERS · SUCCESSION PLANNING: DEVELOPING TOMORROW’S MUNICIPAL LEADERS OMSAA Leadership Symposium Sarah Hamulecki, Coordinator](https://reader033.fdocuments.us/reader033/viewer/2022060415/5f1311b9e7a3c70f867df764/html5/thumbnails/52.jpg)
Succession Planning
Contact
Tony HaddadChief Administrative Officer (retired)
Town of TecumsehCo-Chair ONWARD Initiative
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