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CITY OF AIKEN

Identify, prepare candidates for key positions due to retirement, resignation, death, or new opportunities to ensure organizational continuity and growth. Addressing imminent retirements and developing younger staff for future leadership roles through existing programs. Key elements include leadership training, mentoring, and employee selection criteria.

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CITY OF AIKEN

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  1. CITY OF AIKEN SUCCESSION MANAGEMENT PROGRAM Kenneth Cook, SPHR Human Resources Director

  2. What is Succession Management? • The process of identifying and preparing candidates for key positions and high level management positions that become vacant due to retirement, resignation, death or new business opportunities.

  3. WHY Succession Management? • Thirty-Three Percent of department heads could retire in five or less years. All of them could retire in the next eight. • Sixty-Three percent of all Public Safety Captains could retire in five years or less. • Fifty percent of Public Works Superintendents could retire in less than five years. • City Manager could retire in less than five years.

  4. TWO NEEDS • To replace the future loss of knowledge, skills, and talents of upper managers • To develop younger employees that now occupy mainly lower level management or non-management functions

  5. Continuation of Existing Program • “Changing Direction” program develops math and reading skills and leadership skills • Prepares employees for crew leader and first line supervisor positions • Develops employees into more capable and confident employees • Improves morale

  6. SELECTION • The HR Director will engage in recruiting for the purpose of establishing diversity • Departments Directors, Assistant City Manager, and City Manager will all work to identify high-potential employees for the program • Employees may “self nominate”

  7. Voluntary Program • Looking for employees that are willing to take on greater responsibilities • Looking for employees willing to be involved in learning activities that may require additional night and weekend work • Training will be held once a month for two years

  8. SELECTION PRIORITY • Those who possess a BA/BS or higher, those with at least an Associates Degree and/or those that have achieved level six (6) in Work Keys and are participating in the Changing Direction program • Those with demonstrated college course work success and considerable experience in their field of interest or those with an equivalent combination of education and experience that provides the necessary knowledge, skills, and abilities to be successful in the Succession Management Program.

  9. TWO MAIN ELEMENTS • Leadership/Management Training • Mentoring and Experiential Projects

  10. LEADERSHIP TRAINING • City will partner with Aiken Technical College’s Division of Workforce and Business Development for leadership training

  11. FOURTEEN LEADERSHIP COMPETENCIES • Communication, conflict resolution, customer orientation, organizational astuteness, performance management, personal integrity, personal accountability, technical competence, financial and resources management, staff development and coaching, time management, versatility, critical thinking and decision making

  12. MENTORING • Step one: Identify Key Positions for Succession • Already completed • Key positions are: City Manager, Assistant City Manager, Department Directors, Assistant Department Directors and key middle manager positions

  13. KEY MIDDLE MANAGER POSITIONS • Public Safety Officer V • Recreation Superintendent • Public Works Superintendent • City Clerk

  14. Conclusion • Succession management should not be treated as a tool for use in the distant future. The consequences of not being prepared can have a major impact on future success. Now is the time for planning.

  15. QUESTIONS?

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