Designing An Effective Succession Plan And Mentor Program

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Designing an EffectiveSuccession Plan andMentor ProgramAnaheim, CATuesday April 24th, 20184:00 PM – 5:30 PMCopyright 2018 Mercury Associates, Inc. All rightsreserved.

About the Moderator Janis Christensen CAFM Janis Christensen is a senior manager for Mercury Associates where sheis responsible for directing corporate fleet consulting projects and leadingthe company’s marketing, online, and social media endeavors.Before joining Mercury in 2006, she spent eight years runningChristensen & Day Group, a fleet consulting firm, and 15 years as a fleetmanager at TRW, where she managed a fleet of 1,700 vehicles. In thisrole, Ms. Christensen was responsible for all aspects of fleetmanagement as well as managing the company’s alternativetransportation and telecommuting programs.Drawing on over 30 years’ experience in the fleet managementprofession, Ms. Christensen now focuses mainly on sharing her expertisewith Mercury’s clients and the fleet industry.She has conducted presentations and workshops for thousands ofindustry professionals for a variety of prominent industry and professionalassociations, has authored dozens of articles, and has written severalpublished policies and procedures manuals. Her driver’s agreementtemplate, designed in 1984, has helped hundreds of fleet managersimplement comprehensive change in the management of individualsauthorized to operate company vehicles.She is the recipient of the NAFA Fleet Management Association’s highesthonor, the Distinguished Service Award for leadership, innovation,education and advocacy of professional fleet management, in 1999. Ms.Christensen is a Certified Automotive Fleet Manager.2Copyright 2018 Mercury Associates, Inc. All rights reserved.

About the SpeakersSteve SaltzgiverCAFS, MAOM More than 40 years’ experience beginning as a truck assemblyworker, commercial driver and fleet maintenance journeytechnician, local municipal fleet manager and director over twolarge state government fleets (Utah and Georgia) Vice President of fleet operations for two fortune 500 corporateoperations (Coca-Cola and Republic Services) and fleetmanagement consultant. Recipient of multiple industry awards including, 2000 HondaMotors Environmental Leadership award, 2015 Sustainable FleetAward, 2017 Government Hall of Fame Inductee and LegendaryAchievement Award. Successfully transitioned from wrench-tuner to manager of a 1.5 billion (annual capital and operating budget), 50,000-unitfleet. Certified Automotive Fleet Supervisor (CAFS) from NAFA FleetManagement Association and currently serving on the NAFABoard of Directors. Holds Business Management and a Masters of OrganizationalManagement degrees from the University of Phoenix.3Copyright 2018 Mercury Associates, Inc. All rights reserved.

About the Speakers June has been a Co-operative Education-EmployerDevelopment Consultant with the Automotive Business School ofCanada (ABSC) at Georgian College in Barrie, Ontario since2003. She coaches ABSC students as well as automotive employers tobuild successful business relationships and develop careeropportunities. Prior to joining Georgian College, June worked asa Project Coordinator and Career Counselor with regional schoolboards, and facilitated employment and career servicesthroughout Southern Ontario.June MartinABSC She also delivered training seminars to educators throughoutCanada and the U.S.A. (Bridges.com) and has worked in variouscounselling and job development roles for both Provincial andFederal government departments. June studied Adult Education at Brock University in the Bachelorof Education program. She holds a diploma from George Brown College as a Child andYouth Worker and is also a Certified Life Skills Coach. June livesin Barrie, Ontario with her husband and son.4Copyright 2018 Mercury Associates, Inc. All rights reserved.

Course DescriptionOverview: As more and more baby-boomers retire and exit organizations, it’sbecoming increasingly paramount for organizations to captureinstitutional knowledge before they experience “brain-drain.” Failing toencapsulate knowledge will hamper employee replacement transition,drive up costs and impact customer service delivery. Explore issues andreal life strategies that could work for your organization to attract theright talent and avoid the pitfalls that could be putting your company at adisadvantage.Objectives: Learn how to retain institutional knowledge to ensure the continuoussuccess of your organization. Learn how to design an effective succession plan to capture and quantifyemployee tasks and activities prior to an employee's termination orretirement. Break down the generational myths/stereotypes that can be associatedwith recruiting new talent and create onboarding strategies that work5Copyright 2018 Mercury Associates, Inc. All rights reserved.

Succession PlanningStrategies thatWork!

Succession Planning What’sthe Rush?

Why Do Organizations NeedSuccession Planning? Baby-boomers exiting workplace due toretirements Brain-drain avoidance – loss of many years ofinstitutional knowledge Accelerated complexity of vehicles related totechnology advances Shortage - qualified pool of fleet techniciancandidates and millennial work expectations Lack of formalized mentoring and successionprogramsCopyright 2018 Mercury Associates, Inc. All rights reserved.8

Why is Succession Planningimportant?Depending on which study or survey you acceptbelow are a few facts to consider: 33% of business owners plan to exit in the next 510 years 10% of businesses have a formal succession plan 38% have an unwritten or informal successionplan 52% have no succession plan at all Over 1.2 Trillion in business assets will betransferred to new leadershipCopyright 2018 Mercury Associates, Inc. All rights reserved.9

Why is Succession Planningimportant? Bureau of Labor reports tech supply growing 2.6% anddemand growing 0.7% annually – Quality v. Quantity Turnover/rehire equals 3X employee’s salary to replace 40-50% of technicians will retire in the next 15 years Over 40 % of businesses struggling to fill vacancies. Over 1m unemployed veterans w/perfect skills for industry Average age of vehicles is rising (9.1 years), requiring Techs Techs are predominantly male workforce between ages 40and 49 Estimated 20-25% of technicians receive no fringe benefitsand less than 50% are covered by a medical plan Average technician works about 44 hours a week.Copyright 2018 Mercury Associates, Inc. All rights reserved.

Why Do Organizations NeedSuccession Planning?Workforce Magazine [Excerpt]* “Jim Skinner, former CEO of McDonald’s Corp., was known totell managers: “Give me the names of two people who couldsucceed you.” It was just one way the CEO continued theculture of succession planning at McDonald’s.” ”It was an understandable priority considering Skinner onlylanded in the role in 2005 after two other CEO’s died suddenlyover the course of just two years. And when he retired in2012, Skinner was confident that his successor, Chief OperatingOfficer Don Thompson, was ready to take over, because hespent much of his seven years mentoring sion-planning-roadmap/Copyright 2018 Mercury Associates, Inc. All rights reserved.11

Why Do Organizations NeedSuccession Planning?FleetOwner MagazineJanuary 2018 IssueFinding and keeping talent: It’s not just trucking’sconcern the findings from the C-Suite Challenge 2018 annual surveyof over 1,000 business leaders – conducted by the ConferenceBoard – found that the “top concern” of CEOs is attracting andretaining talent; a concern that is also top of mind for the “restof the C-Suite,” too, including chief human resource officersand CFOs -keeping-talent-it-s-not-justtru groups) Target Veteran outreach programs to attract quality candidates fromthose returning from Military deployment Develop internal outreach program to incent employees to consider acareer in Fleet Management Utilize retired (or soon to retire) employees as a “Succession Planning”resource to mentor newly hired associatesCopyright 2018 Mercury Associates, Inc. All rights reserved.

Creating RecruitingStrategies that Work!

CreatingRecruitingRecruiting StrategiesCreatingStrategiesthatthatWork!Work!ü Why do experiences matter?ü How is your brand viewed?ü Why should you care about social media?ü Successful brand examplesü Hear it from the expertsü Idea sharing and questions

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What is Disney's Secret?ANSWER: To “delight” their customers!How do they accomplish this? Employees come first They LISTEN to their employees Hire for attitude not aptitude Give people purpose not rules Tap into the creativity of front-end staff36 t-to-delighting-customers-put-employees-first/

What is your Brand?37

Lets talk about what's importantto people 38

The Robert Simpson BrewingCompany Founded in 2004 Yet named after the firstmayor of Barrie in the 1800’s Changed branding in 2008 Reason for change? To create an experience Become a tourist destination Attract a larger consumerbase, include a newgeneration of beer drinkers39

New and Improved Brandinghttp://www.flyingmonkeys.ca/40

Sometimes a Company canOutgrow its Branding 41

Revitalized emic-areas/automotivebusiness/42

What are people saying aboutYOUR brand?43

But wait there’s more!Have you heard of glassdoor? glassdoor is a website whereemployees and former employeesanonymously review companies andtheir managementhttps://www.glassdoor.ca/index.htm44

On-line Brand ReviewsSource: nt-tools/45

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How can you build an experienceto attract New Talent?Copyright 2018 Mercury Associates, Inc. Allrights re47

Program with ARI to attractCo-op and Graduate students Attended Career Fairs tomeet students and get afeel for the school. Participated in GuestSpeaking Engagementsfor classes with relevantsubject matter (ie. FleetManagement) Invited group ofstudents to attend anonsite visit Toured the facilities Met with seniormanagement Feed them! Include in upcomingcompany events Post co-ops/internshippositions48

What does the “New Generation”want ? Flexible work schedule Work/Life Balance Opportunities to train,grow and develop withinthe organization More opportunities forfeedback other than“annual review” Consider quarterlymeetings True team culture Sense of socialresponsibility Perks matter Honesty andTransparency Work that is purposefuland connected tocompany goals andobjectives Have fun!Source: -talent

Videos can be a powerful andeffective tool when recruiting Video not availableWith Permission: Humberview Group

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Additional InformationJanis ChristensenMercury Associates, en SaltzgiverMercury Associates, Inc.ssaltzgiver@mercury-assoc.com801-702-7288June MartinAutomotive Business School of Canada, Georgian Collegejune.martin@Georgiancollege.ca705.728.1968, ext. 1049Copyright 2018 Mercury Associates, Inc. All rights reserved.52

Resources & References Wikipedia: Succession Planning Workforce Magazine nningroadmap/ Government Fleet Magazine: 9 Trends in Public Fleet Management-by Thi Dao, September 2016 What Managers Need to Know About Succession Planning? –Susan M. Heathfield, 2017 SuccessFactors (SAP Company) – Talent Management Program – 9Box Succession Planning: How to do it right? – Stephen A. Miles, 2009 Succession Planning and Management Five-Step Process: TreasuryBoard of Canada, 2009Copyright 2018 Mercury Associates, Inc. All rights reserved.53

Doug Weichman, CAFM, fleet management director Palm Beach County FL announced his plans to leave, he gave the county five years to find his replacement

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