Career Planning Evaluation PowerPoint Presentation Slides
2 likes123 views
The document provides a comprehensive framework for succession and career planning, including identifying critical positions, assessing employee competencies, and evaluating key metrics. It outlines processes to manage ongoing succession planning, roadblocks to be overcome, and performance improvement strategies. Additionally, it includes templates and charts to facilitate effective monitoring and development of succession plans tailored to organizational needs.
Career Planning Evaluation PowerPoint Presentation Slides
- 2. 2 Content Succession and Career Planning Overview Identify the Critical Position Employee Competency and Assessment Grid Succession Plan Sample Flowchart Succession Planning Modelling Chart Key Succession & Career Planning Metrics Development Of Succession And Career Plan Manage Ongoing Process Roadblocks To Succession And Career Planning Overcoming Roadblocks In Succession And Career Planning Performance Improvement Plan Key Development Practices Evaluate , Monitor and Observe Succession Planning Succession Planning Backup Summary
- 3. Succession & Career Planning Overview 3 Succession Planning is an Ongoing Process Evaluate, Monitor & Observe Succession Planning This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Employee Competency and Assessment Grid This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Key Succession Planning Metrics This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Development of Succession & Career Plan This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Training & Development This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Manage Ongoing Processes & Action Plan This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Identify Critical Positions This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 4. Identify the Critical Position (1/2) 4 Succession Planning Business - Critical Position 1 Ready Now 1-2 Years >2 Years (Year Estimated) Head of Sales This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention This slide is 100% editable. Adapt it to your needs and capture your audience's attention Business - Critical Position 2 Ready Now 1-2 Years >2 Years (Year Estimated) Head of Operations This slide is 100% editable. Adapt it to your needs and capture your audience's attention This slide is 100% editable. Adapt it to your needs and capture your audience's attention This slide is 100% editable. Adapt it to your needs and capture your audience's attention Business - Critical Position 3 Ready Now 1-2 Years >2 Years (Year Estimated) Head of R&D This slide is 100% editable. Adapt it to your needs and capture your audience's attention This slide is 100% editable. Adapt it to your needs and capture your audience's attention This slide is 100% editable. Adapt it to your needs and capture your audience's attention This slide covers the critical positions that require succession planning along with the time frame.
- 5. Identify the Critical Position (2/2) 5 Position Variability In Performance Impact On Strategic Outcomes Scarcity Of Resource Impact On Other Strategic Activities Total Score Job A 3 3 2 2 10 Job B 4 4 4 3 15 Job C 4 5 4 3 16 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Instructions: Complete The Table For Each Job Using A Scale From 1 (Low) To 5 (High) Highest Total Score = Most Critical Here we have listed job positions and their relevance in different criteria's. Rate the position on basis of relevance in those criteria's
- 6. Employee Competency and Assessment Grid 6 Low High High Needs Improvement Meets Expectations Exceeds Expectations HighGrowthLimited Succession Planning Candidate High Performance/ High Potential Enhance Current Role Bad Hire/Replace/C ounseling Current Role must be Enhanced Low Performance/ Low Potential Performance LeadershipPotential This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This model helps to easily identify individual’s performance and potential for the specific position in the coming future
- 7. Succession Plan Sample Flowchart 7 Name Readiness Jane Ready Now John Within 1 Year Mike 1-2 Years CEO VP Sales Name Readiness Rich Ready Now Sally Within 1 Year Lee 1-2 Years VP Service Name Readiness Dale Ready Now Mandy Within 1 Year Ralph 1-2 Years VP Marketing Name Readiness Chrls Ready Now Steve Within 1 Year Jill 1-2 Years This slide shows a succession planning specimen defining designations and employee readiness to takeover that position This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 8. Succession Planning Modelling Chart 8 Succession Planning Element Succession Planning Objective Succession Planning Tools Build A Leadership Pipeline Ensure Organizational Leadership Sustainability • Leadership Talent Pool Development • Leadership Competency Development Plan Develop Critical Function Successors Mitigate Impact Of Attrition And Employee Mobility On The Utility’s Critical Functions • Mentoring • Recent Retiree Consulting Staff Development Develop Layers To Perform Organizational Functions • Cross Training & Work Rotation • Staff Development Plans Add Succession Planning Element Here Add Succession Planning Objective Here • Your Text Here • Your Text Here Add Succession Planning Element Here Add Succession Planning Objective Here • Your Text Here • Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. We have specified here various planning elements, objectives and necessary planning tools that are required for succession planning implementation
- 9. Key Succession & Career Planning Metrics 9 Potential Does the employee demonstrate the ability and qualities to take on additional responsibilities and roles? This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Readiness Does the employee have the skills and experiences needed to be successful in his next role? This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Risk of loss Whether the employee seems excited about his or her current position, or ready for a career move? This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Impact of Loss What would be the impact on the organization when an employee will leave? This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Add Key Succession Planning Metric here Your text here, Your text here, Your text here, Your text here, Your text here, Your text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide includes succession planning standards to gauge existing talent, track succession planning effectiveness and help employees grow
- 10. Development of Succession & Career Plan 10This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here Operational Efficiency Business Process Efficiency Business Focus Text Here Skill Development by LeaderIndividual Development Planning 30%1 CEO & other Senior Leader replacement Executive/ Sr. Leader Replacement Plaining 40%2 Text HereSuccession Plaining & Management 35% 3 Text Here SM Focus Talent Mobility & Upgrading 35% 4
- 11. Manage Ongoing Processes (1/2) 11 Leadership Competencies Rating N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding Business Acumen Dealingwith Ambiguity Decision Quality Developing directReports &Others Drivefor Results Interpersonal Savvy Managerial Courage Managing Vision& Purpose Managing& Measuring Work Priority Setting Problem Solving Strategic Agility Name of the Individual John Smith VE E O IE IE N/A SE SE IE VE O IE Text Here O IE SE E O IE SE N/A E E O SE Text Here E VE O IE VE N/A VE O O SE IE N/A Cultural Capabilities Rating – N/A, IE, SE, E, VE, O Derailer Assessment Rating NP - Not a Problem, PNP - Probably Not a Problem, NS - Not Sure, PP - Probably a Problem, DP - Definitely a Problem, NEI - Not Enough Information Tenaciously Resourceful Passionately Aligned Dynamically Responsive Derailers Betrayalof Trust Defebsivenes s Lackof Ethics& Values Insensitiveto Others Performance Problems Failureto Staff Effectively TextHere TextHere Name of the Individual Meghan Jones VE O IE PNP DP NS PP NS NEI PNP DP Text Here IE N/A SE DP NP NP NEI PNP PNP DP DP Text Here VE SE IE NS PP PNP DP NEI PP NS DP This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning
- 12. Manage Ongoing Processes (2/2) 12 Employee Information Name: Current Job Title: • Text Here • Text Here Date Of Meeting/Interaction: Individual/S Providing Feedback: • Text Here • Text Here Cultural Capabilities – Provide Any Feedback On Behaviours Related to Our Cultural Capabilities • Tenaciously Resourceful • Dynamically Responsive • Passionately Aligned • Text Here • Text Here • Text Here • Text Here • Text Here Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding • Business Acumen • Dealing With Ambiguity • Decision Quality N/A IE Se • Developing Direct Reports & Others • Drive For Results • Interpersonal Savvy N/A IE Se • Managerial Courage • Managing & Measuring Work • Priority Setting N/A IE Se • Text Here • Text Here Describe Purpose For Rating/S Above, Be As Specific As Possible • Text Here • Text Here • Text Here • Text Here • Text Here • Text Here • Text Here • Text Here • Text Here Functional Competencies • Your Text Here • Your Text Here • Text Here • Text Here • Text Here • Text Here • Text Here • Text Here Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 13. This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 10 20 30 40 50 60 70 80 90 0 20 40 60 80 100 Lack of a Talent Assessment Database Lack of Top Management Support Text Here Text Here Text Here Text Here Text Here Text Here Text Here Roadblocks to Succession & Career Planning 13
- 14. Overcome Roadblocks in Succession & Career Planning 14This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Action Items Prioritize Goals/Solutions Which Barrier Will Prevent Your Success? What Can You Do To Reduce This Barrier? What Are Your Start & End Dates For Reducing The Barrier? Who Can Help You Reduce This Barrier? What Will Be Evidence Of Completion? How Will You Measure Success For This Goal? Priority:____________ Process For Employee Identification Text Here Text Here Text Here Text Here Text Here Text Here Priority:____________ Streamline Frequency & Duration Of Interventions Text Here Text Here Text Here Text Here Text Here Text Here Priority:____________ Common Tool For Progress Monitoring Text Here Text Here Text Here Text Here Text Here Text Here Priority:____________ Other Text Here Text Here Text Here Text Here Text Here Text Here This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks
- 15. Performance Improvement Plan 15This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Improvement Objectives What individual should do to improve performance Success Criteria Set the success criteria's here Additional Support Required Support that an individual require in order to achieve standards Review Schedule When will the progress be reviewed ? Objective Outcome Action to be taken if objectives are not met Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here In order to train and develop the employees for future positions, we have specified a plan
- 16. Key Development Practices 16This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Initiative Type Of Developmental Practice Action Learning Experiential Learning Cross - Functional Job Rotations Experiential Learning 360 - Degree Feedback Assessment Exposure Ti Senior Executives Education External Coaching Coaching Global Job Rotations Experiential Learning Exposure To Strategic Agenda Education Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Least–MostMeaningful List down the talent and development initiatives for succession planning along with the development practices that needs to be undertaken
- 17. Evaluate, Monitor & Observe Succession Planning 17This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Succession Planning Task Status Start Date Quarter 1 Quarter 2 Quarter 3 Quarter 4 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec Task 1 Ongoing DD-MM- YY Task 2 Finished DD-MM- YY Task 3 Ongoing DD-MM- YY Task 4 Add Text Here DD-MM- YY Task 5 Add Text Here DD-MM- YY Task 6 Add Text Here DD-MM- YY Task 7 Add Text Here DD-MM- YY Task 8 Add Text Here DD-MM- YY Task 9 Add Text Here DD-MM- YY Text Here Text Here Text Here Text Here Text Here Text Here Text Here Text Here Continuously evaluate and monitor succession planning process with the help of table mentioned
- 18. Succession Planning Backup Summary – Simple Format 18This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Key Position Title Incumbent Name Position Vulnerability Succession Candidate Names Open in <1 year Open in 1-3 years Open in 3+ years Ready in <1 year Ready in 1-3 years Ready in 3+ years Head of Marketing Text Here Text Here Text Here Text Here Text Here Text Here Text Here Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here Executive Staff Text Here Text Here Text Here Text Here Text Here Text Here Text Here Head of R&D Text Here Text Here Text Here Text Here Text Here Text Here Text Here Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here Position 6 Text Here Text Here Text Here Text Here Text Here Text Here Text Here This table covers key positions for succession along with name of candidates and their relevant positions
- 19. Succession Planning Backup Summary – Detailed Format 19This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name: Title: Overall Performance Summary: Recommended Next Position: Indicate Recent Performance Details Highlight The Details Of Next Assignment Key Strengths: Text Here: Indicate Key Technical Competencies Highlight The Details Of Your Content Development Needs: Text Here: Indicate The Requirements For The Next Level Highlight The Details Of Your Content Development Actions: Potential For Promotion: • On The Job Indicate The Employee Readiness Level Action Plan For Employee This Year • Ready Now For The Next Level • Special Assignment: • Ready Now For The Next Level Assignments To Be Given This Year • Ready Now For The Next Level • Training • Text Here Training Recommended For Development List down the employee strengths and training and development needs for future job positions
- 20. Career Planning Evacuation Icons Slides 20
- 22. About Us 22 Target Audiences This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Premium Service This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Value Clients This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Client First Always This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 23. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Vision This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Mission This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Goal Our Mission 23
- 24. Our Team 24 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Designation Name Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Designation Name Here
- 25. 25 Financial Accounting This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Medium This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Maximum
- 26. Venn 26 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here
- 27. vs This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Female User 85% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Male User 60% Comparison of Social Media 27
- 28. Pie Chart 28 Product This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Product This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Product This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Product This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 29. Thank You 29 Address # street number, city, state Email Address emailaddress123@gmail.com Contact Numbers 0123456789