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Succession planning is used to identify and develop high potential employees to fill key management positions within an organization. The succession-management process at UIC can be used to manage, promote, and develop a pool of “top talent” for the greater good of university operations. Often referred to as “bench strength,” succession planning depends on building a series of “talent feeder groups” through the entire talent pipeline. Successful implementation of a succession plan depends on the commitment and engagement among the organization’s senior management.
Building and implementing a succession process may increase the university’s operations continuity. Having a deep bench of internal talent reduces the cost associated with recruiting external candidates for senior positions across university colleges and administrative units. Finally, succession management processes can help meet career development expectations of existing employees, and improve commitment and retention.