Job duties change, and so must our staff
and faculty's skill sets to meet the demands. It is critical to
identify what skills are needed to fill the jobs of the future and also
to make sure current staff is developing those skills. Here are some
key areas to review when succession planning:
- Identify the core functions and
expectations of the job.
- Does the person/people fit into the culture
(now or future)?
- Do you have the “right people on the bus?”
Will they help move your vision forward while maintaining what works well as
perceived by your customers?
- Inventory skill sets of staff. Do you
have the “right people in the right seats on the bus?” If skill is lacking, can
it be learned?
- Hold staff accountable for meeting
performance expectations. Do they demonstrate ownership (behavior based) and
responsibility (task based) of duties? Do they know the strategic plan? Do
they know where the bus is going?
- What are your deficits in overall or individual
staff performance areas? Why? What can be done to improve and raise the
standard and expectation? Is it behavior based or skill based? Is the
skill or behavior critical to being successful in the job?
Got questions? Contact Employee Relations.