Manager Resources
Succession Planning

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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.

Preliminary Actions to Address Succession Needs at UIC:

Identify key roles in the colleges, department or administrative unit

Define competencies and job profile associated with key roles

Forecast senior talent roles needed in the short (1-2 years), medium (3-5 years), and long (6 or more years) timeframe

Confirm “high potential” staff

Engage current senior management (e.g., Chancellor, Vice Chancellors, Vice Presidents, Directors) in supporting the development of high-potential employees

Build a talent management database that can be used to make better staffing decisions for key jobs

Develop knowledge management processes to retain organizational knowledge

Helpful Forms:

Knowledge Loss Risk Assessment

Knowledge Transfer Management Plan

Resources

Professional Organizations

The Human Resources Planning Society (HRPS) is an affiliation of professionals who specialize in the HR aspect succession-planning.

Articles

HR Planning Society Journal 2002: Volume 25.1:
Why the Leadership Bench Never Gets Deeper: Ten Insights About Executive Talent Development, GC Kesler

Human Capital Assessment and Accountability Framework (HCAAF) Resource Center:
Succession Planning Process

Harvard Business Review, HBR Blog Network May 2009:
4 Tips for Efficient Succession Planning, Marshal Goldsmith

Forbes July 2009:
Succession Planning: How Everyone Does It Wrong, Stephen A. Miles