Download Succession Planning Project Charter Definitions

Succession Planning Project Charter
Definitions
Overview
The following are proposed elements of a project charter that may prove useful as you begin a succession
planning effort. Guidance is provided in to explain each section. Please use elements of this as appropriate to
your succession planning.
Project Sponsor
Ideally the president to demonstrate executive interest.
Project Facilitator/Manager
Individual that will guide the process. Consider someone who is well-regarded across institutional groups and
can take an independent view of the position(s) that may be identified for succession through the process. Also,
consider choosing an administrator outside of HR so it is perceived as more than an HR function but rather is a
shift in institutional strategy and culture that must be embraced and championed across the institution. This
should be someone who has the ability to effectively communicate and address political issues and is in a
position that empowers them to have authority to move forward a succession planning effort that meets the
expectations of leadership.
Team Members
Consider the breadth of your intended impact and the potential positions that will provide the focus of your
succession planning. If the interest is to focus on a mid-level position within a confined unit then you may not
need as broad of representation as compared to a high-level position that could draw upon potential talent from
across the institution. Similarly, if the intent and guidance from executive leadership is to start small but
eventually build succession planning in to the fabric of your institution then you will want to consider broad
representation of all bargaining units.
Business Case
Brief description of why the succession planning effort is being undertaken. Draw upon the Risk Assessment and
related conversations from Step 1.1.
Goals
First step towards developing clear outcomes, what you hope to accomplish. Sample Goal: “Strengthen the
leadership pipeline by identifying and developing a pool of diverse candidates who will compare favorably to
external candidates in a national search for college and university presidents.”
Talent Management, HR Division – Revised September 2013
The Minnesota State Colleges and Universities system is an Equal Opportunity employer and educator.
Measurable Objectives
What are the intended project outcomes and the criteria for success? Sample Objective: “Hire 50% of new
presidents from within the Minnesota State Colleges and Universities”; “Diversity of internal candidates who are
ready to apply for presidential positions mirrors the makeup of our state’s population.”
Milestones
The following suggested steps are based on the succession planning framework and are intended to be adapted
to the needs and interests of the institution and the team.
1. Identify goals/objectives - position of focus, diversity goals, and other succession goals
2. Define competencies - agree upon competencies for positions identified in goals and objectives
3. Assess employee performance – use of potential criteria and performance data as applied to an initial
pool of candidates
4. Identify candidates – conduct conversations with identified individuals
5. Accelerate development – strategies identified for both formal and informal development
6. Build the support system – strategies identified from this process that will inform ongoing succession
planning
7. Evaluation – Assess outcomes of process compared to previously identified objectives and expectations
Assumptions
Identify some of the key data and other information that provides the basis for your succession planning efforts.
Resources
Identify the initial funding, personnel, and other resources (staff development and data needs) committed to
this project by the project sponsor.
Risks
Identify the high-level project risks and the strategies to mitigate them.
Talent Management, HR Division – Revised September 2013
The Minnesota State Colleges and Universities system is an Equal Opportunity employer and educator.