Career Option Planning PowerPoint Presentation Slides
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The document outlines a comprehensive succession and career planning framework, including stages such as identifying critical positions, employee competency assessments, and development plans. It highlights metrics for evaluating succession planning effectiveness and lists potential roadblocks along with strategies for overcoming them. The content emphasizes continuous monitoring, employee development practices, and the importance of creating a leadership pipeline to ensure organizational sustainability.
Career Option Planning PowerPoint Presentation Slides
- 2. 2 Succession & Career Planning Overview 01. Identify the Critical Position02. Employee Competency & Assessment Grid 03. Succession Plan Sample Flowchart 04. Succession Planning Modelling Chart 05. Key Succession & Career Planning Metrics 06. Development of Succession And Career Plan 07. Manage Ongoing Process08. Roadblocks To Succession And Career Planning 09. Overcoming Roadblocks In Succession And Career Planning 10. Performance Improvement Plan11. Key Development Practices12. Evaluate, Monitor and Observe Succession Planning 13. Succession Planning Backup Summary 14. Content
- 3. Succession & Career Planning Overview 3 Employee Competency and Assessment Grid 02 Identify Critical Positions 01 Key Succession Planning Metrics 03 Development of Succession & Career Plan 04 Manage Ongoing Processes & Action Plan 05 Training & Development 06 Evaluate, Monitor & Observe Succession Planning 07 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 4. 4 Succession Planning Business - Critical Position 1 Ready Now 1-2 Years >2 Years (Year Estimated) Head of Sales • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here Business - Critical Position 2 Ready Now 1-2 Years >2 Years (Year Estimated) Head of Operations • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here Business - Critical Position 3 Ready Now 1-2 Years >2 Years (Year Estimated) Head of R&D • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks Identify the Critical Position (1/2) This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 5. 5 • Complete the table for each job using a scale from 1 (low) to 5 (high) • Highest Total Score = Most Critical Instructions Position Variability in Performance Impact on Strategic Outcomes Scarcity of Resource Impact on other Strategic Activities Total Score Job A 3 4 4 5 16 Job B 4 4 2 2 12 Job C 3 5 4 3 15 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Here we have listed job positions and their relevance in different criteria's. Rate the position on basis of relevance in those criteria's Identify the Critical Position (2/2)
- 6. 6 Low High High Needs Improvement Meets Expectations Exceeds Expectations HighGrowthLimited Succession Planning Candidate High Performance/ High Potential Enhance Current Role Bad Hire/Replace/Cou nseling Current Role must be Enhanced Low Performance/ Low Potential Performance LeadershipPotential This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This model helps to easily identify individual’s performance and potential for the specific position in the coming future Employee Competency & Assessment Grid
- 7. 7 Succession Plan Sample Flowchart VP Services VP Sales VP Marketing Name Readiness Chris Ready Now Steven Within 1 Year Jack 1-2 Years Name Readiness Davis Ready Now Mandy Within 1 Year Raph 1-2 Years Name Readiness Rich Ready Now Sally Within 1 Year Lee 1-2 Years Name Readiness Jane Ready Now John Within 1 Year Mary 1-2 Years This slide shows a succession planning specimen defining designations and employee readiness to takeover that position CEO This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 8. 8 Succession Planning Modelling Chart Succession Planning Element Succession Planning Objective Succession Planning Tools This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Build a leadership pipeline Develop critical function successors Staff development Add succession planning element here Add succession planning element here Ensure organizational leadership sustainability Mitigate impact of attrition and employee mobility on the utility’s critical functions Develop layers to perform organizational functions Add succession planning objective here Add succession planning objective here • Leadership talent pool development • Leadership competency development plan • Your text here • Mentoring • Recent retiree consulting • Your text here • Cross training & work rotation • Staff development plans • Your text here • Your text here • Your text here • Your text here We have specified here various planning elements, objectives and necessary planning tools that are required for succession planning implementation
- 9. 9 0 20 40 60 80 100 Potential Readiness Risk of Loss Impact of Loss Add Key Succession Planning Metrics here 1 Does the employee demonstrate the ability and qualities to take on additional responsibilities & roles? Does the employee have the skills and experiences needed to be successful in his next role? Whether the employee seems excited about his or her current position, or ready for a career move? 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. This slide includes succession planning standards to gauge existing talent, track succession planning effectiveness and help employees grow 2 3 4 5 Key Succession & Career Planning Metrics
- 10. 10 Development of Succession & Career Plan Business Focus Text Here Text Here Text Here Skill Development by Leader Operational Efficiency Business Process Efficiency CEO & other Senior Leader replacement SM Focus Text HereTalent Mobility & Upgrading 25% Succession Plaining & Management 25% Executive/ Sr. Leader Replacement Plaining 30% Individual Development Planning 20% 1 2 3 4 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 11. 11 Manage Ongoing Processes (1/2) N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding BusinessAcumen Dealingwith Ambiguity DecisionQuality Developingdirect Reports&Others DriveforResults InterpersonalSavvy ManagerialCourage ManagingVision& Purpose Managing& MeasuringWork PrioritySetting ProblemSolving StrategicAgility 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 Leadership Competencies 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 BetrayalofTrust Defebsiveness LackofEthics& Values Insensitiveto Others Performance Problems FailuretoStaff 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 Derailer Assessment Rating Cultural Capabilities Rating – N/A, IE, SE, E, VE, O 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. 12 Manage Ongoing Processes (2/2) Employee Information Name: Current Job Title: Date of Meeting/Interaction: Individual/s Providing Feedback: Cultural Capabilities – Provide any feedback on behaviours related to our cultural capabilities • Tenaciously Resourceful • Your Text Here • Your Text Here • Dynamically Responsive • Your Text Here • Your Text Here • Passionately Aligned • Your Text Here • Your Text Here Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding • Business Acumen N/A • Developing Direct Reports & Others N/A • Managerial Courage N/A • Dealing with Ambiguity IE • Drive for Results IE • Managing & Measuring Work IE • Decision Quality SE • Interpersonal Savvy SE • Priority Setting SE Describe Purpose for rating/s above, be as specific as possible • Your Text Here Functional Competencies • Your 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. 13 Roadblocks to Succession & Career Planning 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% Lack of a Talent Assessment Database Lack of Management Support Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here
- 14. 14 Overcome Roadblocks In Succession & Career Planning 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 Your text here - Your text here Your text here - Your text here Priority:____________ Streamline frequency & Duration of interventions - Your text here - - Your text here - Priority:____________ Common tool for progress monitoring Your text here - Your text here Your text here - Your text here Priority:____________ Other Your text here - Your text here - - Your text here Action Items This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks
- 15. This 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 Your text here Your text here - Your text here - - Your text here Your text here Your text here Your text here Your text here - Your text here - Your text here Your text here Your text here - Your text here Your text here In order to train and develop the employees for future positions, we have specified a plan Performance Improvement Plan 15
- 16. 16 Experiential learning Experiential learning Assessment Education Coaching Experiential learning Education Your text here Your text here Your text here Your text here Type of Developmental Practice Key Development PracticesLeast–MostMeaningful Action learning Cross - functional job rotations 360 - degree feedback Exposure to senior executives External coaching Global job rotations Exposure to strategic agenda Your text here Your text here Your text here Your text here Initiative This slide is 100% editable. Adapt it to your needs and capture your audience's attention. List down the talent and development initiatives for succession planning along with the development practices that needs to be undertaken
- 17. 17 Evaluate, Monitor & Observe Succession Planning Succession Planning Task Status Start Date Quarter 1 Quarter 2 Quarter 3 Quarter 4 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov 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 Your Text Here Your Text 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. 59"Your Text Here Continuously evaluate and monitor succession planning process with the help of table mentioned
- 18. 18This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Succession Planning Backup Summary – Simple Format 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 Head of Sales - Text Here - Text Here Text Here Text Here - Executive Staff Text Here - Text Here - - Text Here Text Here Head of R&D Text Here Text Here Text Here Text Here Text Here - - Position 4 Text Here - - Text Here - Text Here Text Here Position 5 - Text Here Text Here - Text Here - Text Here Position 6 Text Here - - Text Here - Text Here - This table covers key positions for succession along with name of candidates and their relevant positions
- 19. 19 Succession Planning Backup Summary – Detailed Format This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name: Title: Development Needs: Indicate the requirements for the next level Development Actions: Action plan for employee this year 2) Special Assignment: Assignments to be given this year 3) Training: Training recommended for development 1) On the Job: Overall Performance Summary: Indicate recent performance details Potential for Promotion: Ready now for the next level Ready now for the next level Ready now for the next level Indicate the employee readiness level Recommended Next Position: Highlight the details of next assignment Your Text Here: Highlight the details of your content Your Text Here: Highlight the details of your content Key Strengths: Indicate key technical competencies List down the employee strengths and training and development needs for future job positions
- 20. 20 Career Option Planning Icons Slide
- 22. 22 Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Our Best Team
- 23. 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 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Vision Our Mission 23
- 24. Venn 24 This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your ne eds and capture your audience's attention. Text Here
- 25. 25 About Us 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. Target Audience This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Preferred by Many
- 26. Financial 26 56% Minimum This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 68% Medium This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 79% Maximum This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 27. 27 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 02 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 03 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Target 01 Our Target
- 28. Thank You Contact Numbers 0123456789 Email Address emailaddress123@gmail.com Address # street number, city, state 28