Succession Planning in Public Health: Addressing

Transcript:Succession Planning in Public Health: Addressing:
Succession Planning in Public Health: Addressing Continuity, Costs, and Compliance Melissa Howell MS, MBA, MPH, RN, RS Ashley Steveley, MPH Greene County Public Health NALBOH Conference Webinar August 13, 2020 Objectives Describe a succession plan for all identified key positions. Describe the implementation of a scoring tool to identify all key positions within a public health organization. Describe the implementation of a tool for identifying succession candidates and a candidate’s readiness to succeed . Identify metrics & monitoring tool useful for tracking succession planning effectiveness. Succession planning definition “A deliberate and systematic effort by an organization to ensure leadership continuity in key positions, retain and develop intellectual capital for the future, and encourage individual advancement” (Rothwell, 2010, p. 6) Loss in key positions comes from retirement, death, illness, planned and unplanned departure from an organization. Key positions can be identified by considering the disruptions to daily operations or threat to organization sustainability if loss occurs Succession Planning A process of identifying the critical positions within an agency Develop action plans for individuals to assume critical positions Scan internal and external environment: economic, geo-political, funding, customer expectation, restructuring, workforce changes, process improvement, labor relations, and leadership Support for Succession Planning Leadership Human Resource functions Recruitment and Selection of external candidates Policy support Learning and Development Systems Performance Management Public Sector Succession Planning No Pre-selection of Pre-positioning Transfer provisions based on seniority Retirement and Employee Rights Other cautions Disparate treatment Job-related Adverse impact Collective bargaining Benefits of Succession planning Promotes continuity - Maintains a leadership pipeline Improves financial performance - Cost reduction Compliance with Public Health Accreditation Board Domain 8 Improves retention Increases employee engagement Strengthens quality Literature Review Not a lot of research on succession planning in public health Chopra and Chopra, 2012 estimated the cost of replacing a private sector employee is 20-200% of their annual salary Bidwell, 2011 states these costs can be minimized through the intentional development of internal employees Terpanier and Crenshaw, 2013 states focusing on succession candidates over time gives long term sustainability Literature Review Plan should be organization-specific (Rothwell, 2010) Most effective with top leadership support, retention of high-potential employees, & professional development opportunities (Barginere, Franco, & Wallace, 2013; Fibuch & Van Way, 2012; Hall-Ellis, 2015; Titzer et al., 2013) Decreases key leader vacancy gaps, reduces turnover-associated costs, & improves operational continuity (Rothwell, 2010) How to do Succession Planning Identify key positions Identify & evaluate