Career Planning Assessment PowerPoint Presentation Slides
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The document outlines a comprehensive career planning assessment focused on succession planning within a business, including identifying critical positions, employee competency evaluation, and development practices. It provides tools for assessing potential candidates, managing ongoing processes, overcoming roadblocks in succession planning, and specific performance improvement plans. Additionally, it includes metrics for evaluating succession planning effectiveness and ensures ongoing monitoring and adjustments are made based on the workforce's readiness for future roles.
Career Planning Assessment PowerPoint Presentation Slides
- 2. 2 Content This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 08. Manage Ongoing Process 09. Roadblocks to Succession and Career Planning 10. Overcoming Roadblocks in Succession and Career Planning 11. Performance Improvement Plan 12. Key Development Practices 13. Evaluate , Monitor and Observe Succession Planning 14. Succession Planning Backup Summary 01. Succession and Career Planning Overview 02. Identify the Critical Position 03. Employee Competency and Assessment Grid 04. Succession Plan Sample Flowchart 05. Succession and Career Planning Overview 06. Key Succession & Career Planning Metrics 07. Development of Succession and Career Plan
- 3. Succession & Career Planning Overview 3 Succession Planning is an Ongoing Process This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Identify Critical Positions Employee Competency and Assessment Grid Key Succession Planning Metrics Development of Succession & Career Plan Manage Ongoing Processes & Action Plan Training & Development Evaluate, Monitor & Observe Succession Planning
- 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 ✓ 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 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 ✓ 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 ✓ 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 covers the critical positions that require succession planning along with the time frame.
- 5. Identify the Critical Position (2/2) 5 Instructions Complete the table for each job using a scale from 1 (low) to 5 (high) Highest Total Score = Most Critical 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 Here we have listed job positions and their relevance in different criteria's. Rate the position on basis of relevance in those criteria's This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 6. High Performance/ High Potential Enhance Current Role Bad Hire/Replace/ Counseling Current Role must be Enhanced Low Performance/ Low Potential Succession Planning Candidate Performance LeadershipPotential High HighLow High Growth Limited Needs Improvement Meets Expectations Exceeds Expectations - ✓ 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. Employee Competency & Assessment Grid This model helps to easily identify individual’s performance and potential for the specific position in the coming future 6
- 7. Succession Plan Sample Flowchart 7 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. Name Readiness Jane Ready Now John Within 1 Year Mary 1-2 Years CEO Name Readiness Rich Ready Now Sally Within 1 Year Lee 1-2 Years VP Sales Name Readiness Davis Ready Now Mandy Within 1 Year Raph 1-2 Years VP Services Name Readiness Chris Ready Now Steven Within 1 Year Jack 1-2 Years VP Marketing
- 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 We have specified here various planning elements, objectives and necessary planning tools that are required for succession planning implementation This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 9. Key Succession & Career Planning Metrics 9 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. 01 02 03 04 05 0 20 40 60 80 100 Potential Readiness Risk of Loss Impact of Loss Add Key Succession Planning Metrics here This slide includes succession planning standards to gauge existing talent, track succession planning effectiveness and help employees grow
- 10. Development of Succession & Career Plan 10 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 Here Individual Development Planning 20% 1 Executive/ Sr. Leader Replacement Plaining 30% 2 Succession Plaining & Management 25% 3 Talent Mobility & Upgrading 25% 4 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 11. Development of Succession & Career Plan 11 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 Here Individual Development Planning 20% 1 Executive/ Sr. Leader Replacement Plaining 30% 2 Succession Plaining & Management 25% 3 Talent Mobility & Upgrading 25% 4 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 12. Manage Ongoing Processes (1/2) 12 Name of the Individual BusinessAcumen Dealingwith Ambiguity DecisionQuality Developingdirect Reports&Others DriveforResults InterpersonalSavvy ManagerialCourage ManagingVision& Purpose Managing& MeasuringWork PrioritySetting ProblemSolving StrategicAgility 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 N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding Name of the Individual Tenaciously Resourceful Passionately Aligned Dynamically Responsive Derailers BetrayalofTrust Defebsiveness LackofEthics& Values Insensitiveto Others Performance Problems FailuretoStaff Effectively TextHere TextHere 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 Derailed 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 Cultural Capabilities Rating – N/A, IE, SE, E, VE, O Leadership Competencies Rating 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. Manage Ongoing Processes (2/2) 13 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 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 14. 0% 10% 20% 30% 40% 50% 60% 70% Lack of a Talent Assessment Database Lack of Top Management Support Add Text Here Add Text Here Add Text Here Add Text Here Roadblocks to Succession & Career Planning 14This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 15. Overcome Roadblocks in Succession & Career Planning 15 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 Your text here Your text here Priority:____________ Streamline frequency & Duration of interventions Your text here Your text here Your text here Your text here Your text here Your text here Priority:____________ Common tool for progress monitoring Your text here Your text here Your text here Your text here Your text here Your text here Priority:____________ Other Your text here Your text here Your text here Your text here Your text here Your text here Action Items This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 16. Performance Improvement Plan 16 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 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. In order to train and develop the employees for future positions, we have specified a plan
- 17. Key Development Practices 17 Action learning Experiential learning Cross - functional job rotations Experiential learning 360 - degree feedback Assessment Exposure to senior executives Education External coaching Coaching Global job rotations Experiential learning Exposure to strategic agenda Education Your text here Text here Least–MostMeaningful Initiative Type of Developmental Practice List down the talent and development initiatives for succession planning along with the development practices that needs to be undertaken This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 18. Evaluate, Monitor & Observe Succession Planning 18 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 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 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Continuously evaluate and monitor succession planning process with the help of table mentioned
- 19. Succession Planning Backup Summary – Simple Format 19 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 slide is 100% editable. Adapt it to your needs and capture your audience's attention. This table covers key positions for succession along with name of candidates and their relevant positions
- 20. Succession Planning Backup Summary – Detailed Format 20This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Title:Name: Key Strengths: Indicate key technical competencies Development Needs: Indicate the requirements for the next level Development Actions: 1) On The Job: Action plan for employee this year 2) Special Assignment: Assignments to be given this year 3) Training: Training recommended for development Overall Performance Summary: Indicate recent performance details Potential for Promotion: Indicate the employee readiness level Ready now for the next level Ready now for the next level Ready now for the next 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 List down the employee strengths and training and development needs for future job positions
- 21. Career Planning Assessment Icons Slide 21
- 23. Our Company 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. Premium Services This slide is 100% editable. Adapt it to your needs and capture your audience's attention. About us 23
- 24. Meet Our Team 24 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.
- 25. Timeline 25 20192015 2016 2017 2018 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 slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 26. Financial 26 39% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum 55% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Medium 79% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Maximum
- 27. Our Mission 27 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 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 28. Comparison 28 Twitter user This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 70% LinkedIn user This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 60% Facebook user This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 90%
- 29. Thank You 29 Address # street number, city, state Contact Numbers 0123456789 Email Address emailaddress@123gmail.com