I ran across this checklist the other day when a Cascade member wrote and asked us if we had any information on succession planning. I thought this was a great comprehensive list and may provide some creative ideas on how to promote from within, or to be on the lookout for new ways to develop talent.
Steps to consider that will help to avoid discrimination or limit liability in implementing promotion and advancement initiatives include:
- Establish a policy for promotion and career advancement, including criteria, procedures, responsible individuals, and the applicability of diversity and affirmative action.
- Engage in short-term and long-term strategic planning:
- Define aims;
- Identify the applicable barriers to equal employment opportunity;
- Make a road map for implementing the plan.
- Develop methods to identify high-potential persons.
- Establish a communication network notifying interested persons of opportunities, including advertising within the organization and, where applicable, not only with the general media, but with minority, persons with disabilities, older persons, and women-focused media.
- Communicate the competencies, skills, and abilities required.
- Provide for succession planning.
- Build talent pools.
- Develop career plans and programs for high potential employees.
- Provide sufficient training and opportunities for additional education.
- Ensure that tools for continuous learning and optimum job performance are available.
- Provide tools to enable employees to self-manage careers.
- Provide job transfer/rotation programs for career enhancing developmental experiences.
- Provide employee resource centers, so individuals may have more opportunities to develop career plans.
- Establish mentoring and networking programs and systems to help develop high potential individuals.
- Eliminate practices which exclude or present barriers to minorities, women, persons with disabilities, older persons, or any individuals.
- Ensure that personnel involved in the promotion and advancement process are well trained in their equal employment opportunity responsibilities.
- Include progress in equal employment opportunity in advancement and promotion as factors in management evaluation.
As always, if you have any questions don’t hesitate to give Cascade a call.
Article Source: CCH