Download here - APPA

Right People, Right Positions:
an alignment & succession planning model
Presented by:
Facilities And Safety Team
Jejuana Brown ([email protected])
Joseph Han ([email protected])
Task 1: Expectations
• In the blank space below, write down why you chose to
be here, and what you hope to take from our time
together.
• With your neighbor, share what you have written.
• What reasons did you identify?
• In this session you will:
• Identify the skills, knowledge, attitudes, and leadership (SKAL)
needed for you and your team to succeed in difficult times.
• Identify problem areas, as well as opportunities for your
department to exceed expectations.
• Develop a personnel action plan, and a succession plan that you
can use immediately.
Task 2:
The issue...
• Have you ever felt you were at the wrong place at the
wrong time, with the wrong people?
•
•
•
•
Deadlines/credibility slipping
Staff performance issues
Ill-equipped to proceed
No visible way out
• What happens when people are in positions that do not fit
them well?
• Effect on the institution?
• Effect on the department?
• Effect on the individual?
Task 3:
Identifying Solutions...
• How do we get the right people in the right positions?
• What are some ways you are getting the right person in the
right position?
• How do you know?
• Alignment - people and positions
• Identify or define the SKAL’s needed for the position
• Assess the person considered for the position/currently in
the position
• Alignment matrix to achieve organizational effectiveness
Task 3A: Identify or define the KSA’s
KNOWLEDGE (know how) SKILLS (Ability)
(Competency)
ATTITUDE
(Willingness)
1. Demonstrated ability to deliver – on time/on budget
2. Political acumen/Public Relations
3. Visioning/Institutional/Global thinking
4. BA/BS with MA/MS preferred
Adaptability- willing to
1. Supervisory/management experience
2. Strategic planning/ Institutional thinking
3. Public Relations/Political acumen
4. BA/BS with MA/MS preferred
1. Budget (plan, manage, recommend)
2. Supervision
3. Project/time management – quality assurance
4. Technically proficient
1. Supervisory skills
2. Project/time management – quality assurance
3. Budget (expenditure tracking)
4. Technical expertise (experience)
1. Technical expertise (licenses/certifications)
2. Time management
3. Team player
4. Quality output
Leadership
Position
AVP/AVC
be innovative
Openness -willing to
receive feedback
Vulnerability/Courage -
DIRECTOR
willing to take risks
Transparency – process
that is not hidden
MANAGER
Ownership mindset –
actively and openly
supports institutional
mission/ vision/goals
Customer focused –
improves products,
services and process that
services the customers (On
time/on budget)
Professionalism – YES!
SUPERVISOR
STAFF
Task 3B: Assess for Alignment
K
S
A
POSITION
Position Requirement
AVP/AVC
A-
A-
A
DIR
MNGR
C
B
C
PAT -strong SKAL’s
Potential !
GAP !
Weak SKAL
SUPER
Sam, Long time
Manager
STAFF
PAT
STAFF
SUPER
MNGR
DIR
Position & Experience
AVP
Task 3B: Assess for Alignment
• Refer to handout Task 3B: Assess Alignment. Think of a
person in your department who you feel is out of positional
alignment. Using the list generated earlier, assess the KSA’s of
the person you have in mind. Use the worksheet provided to
complete the following:
•
•
•
•
Along the X-axis, identify the current position of the person
Draw a vertical line at the current position of the person
Along the Y- axis, identify the KSA’s the person currently has
Draw a horizontal line at the KSA’s for the person
• Where does the line cross? It is above or below the RANGE OF
ALIGNMENT? Is the gap within ACCEPTABLE range?
• What options do you have to align the person to the
appropriate position?
Task 3C: Succession Planning
K
S
A
POSITION
C
B-
B
AVP/AVC
B-
B-
B-
DIRECTOR
1. Is Joe willing?
2. Is Joe competent?
3. Is there an opportunity?
Current
SKAL
B+
A
A
A
AB
A
A
A
MANAGER
SUPERVISOR
Joe
What does Joe
need to
become a
supervisor or a
manager?
Potential !
STAFF
STAFF
SUPER
MNGR
Current Position
DIR
AVP
Task 3C: Succession Planning, Joe Sample
• We have identified opportunity with our staff member, Joe.
• How would you prepare him for succession/advancement?
1. Assess willingness ****
2. Develop competency: EFP, CEFP, APPA U, Supervisor’s Toolkit, other
development opportunity, in-house training
3. Provide Opportunity: to shadow or attend meeting; head up projects
(risk-reward), create an environment which allows for advancement
Task 3D: Succession Planning,
Your turn: worksheet
K
S
A
POSITION
AVP/AVP
DIRECTOR
MANAGER
SUPERVISOR
STAFF
STAFF
Current Position
SUPER
MNGR
DIR
AVP
Task 3D: Succession Planning, your turn
ASSESS THE NEED – Which positions are vital for operational continuity for your
organization, and must be positioned for succession?
(Hit by a truck...)
ASSESS WILLINGNESS – Assess the interest of the person.
• Confirm their desire and willingness to pursue the targeted role.
• Determine their willingness to meet the timeline.
• Provide support for development, but DO NOT guarantee or promise the
position/role.
ASSESS COMPETENCY – Select a person from your group/team that you recognize
as having potential to meet the organizational need.
• Identify the target role for this person
• Circle the current SKAL level of this person
• Circle/determine the gap in SKAL needed to be closed by your target staff, or the
potential already existing
• Determine development needs and the timeline for implementation
OPPORTUNITY – For me, opportunity comes when a person demonstrates:
integrity, judgment, and positivity.
initiative, courage,
Task 4: So what? Now what?
• What was the most significant idea you are taking from this
session?
• How will you apply the idea to make a positive difference in
your life?
• Getting the right people in the right positions requires
understanding of your organization's mission and needs,
while being committed to the well-being, training, and
development of your staff.
• We believe that taking time to assess, align, and implement a
development and succession plan is the best way to ensure
effective and efficient delivery of programs, products, and
services that our campus community is counting on.
Thank you for participating!
• Jejuana Brown ([email protected])
• Joseph Han ([email protected])
Expectations & Takeaways
• Expectations________________________________________
__________________________________________________
__________________________________________________
__________________________________________________
__________________________________________________
• Takeaways__________________________________________
__________________________________________________
__________________________________________________
__________________________________________________
__________________________________________________
__________________________________________________
Task 3A: Identify or define the KSA’s
KNOWLEDGE (know how) SKILLS (Ability)
(Competency)
ATTITUDE
(Willingness)
1. Demonstrated ability to deliver – on time/on budget
2. Political acumen/Public Relations
3. Visioning/Institutional/Global thinking
4. BA/BS with MA/MS preferred
Adaptability- willing to
1. Supervisory/management experience
2. Strategic planning/ Institutional thinking
3. Public Relations/Political acumen
4. BA/BS with MA/MS preferred
1. Budget (plan, manage, recommend)
2. Supervision
3. Project/time management – quality assurance
4. Technically proficient
1. Supervisory skills
2. Project/time management – quality assurance
3. Budget (expenditure tracking)
4. Technical expertise (experience)
1. Technical expertise (licenses/certifications)
2. Time management
3. Team player
4. Quality output
Leadership
Position
AVP/AVC
be innovative
Openness -willing to
receive feedback
Vulnerability/Courage -
DIRECTOR
willing to take risks
Transparency – process
that is not hidden
MANAGER
Ownership mindset –
actively and openly
supports institutional
mission/ vision/goals
Customer focused –
improves products,
services and process that
services the customers (On
time/on budget)
Professionalism – YES!
SUPERVISOR
STAFF
Task 3B: Assess Alignment - handout
K
S
A
POSITION
Position Requirement
AVP/AVC
DIRECTOR
MANAGER
SUPERVISOR
STAFF
STAFF
SUPER
MNGR
DIR
Position & Experience
AVP
Task 3D: Succession Planning,
Your turn: worksheet
K
S
A
POSITION
Position Requirement
AVP/AVC
DIRECTOR
MANAGER
SUPERVISOR
STAFF
STAFF
SUPER
MNGR
DIR
Position & Experience
AVP