4N. Succession Planning Goal: UCP Central PA is adequately prepared for the planned and/or unplanned absences/departures of staff in key leadership positions. Objective Develop an approach to succession planning to address current and future organizational leadership needs. Significance: Minimizes disruption to services Resources: Management Team HR Staff Tasks: Task Description Responsible Party Begin End Date Date 1 Develop Succession Plan Process HR Director/CEO/HR 08/30/2014 for Management Team members. Chair/Board Chair/FDN Board Chair 2 Define next level/other positions HR Director/CEO/HR 08/30/2014 which should also be considered Chair/Board Chair/FDN for succession planning. Board Chair/Management Team 3 Draft to HR and Exec Comm HR Director/CEO 09/30/2014 HR Director/CEO 4 Brief HR and Exec Comm on status 03/30/2015 5 Brief HR and Exec Comm on HR Director/CEO 09/30/2015 process and status of plans HR Director/CEO 6 Status updates to HR and Exec Ongoing Comm every 6 months thereafter Risks: Compliance Measurement Criteria: Succession Plan in place for UCP key leadership positions Reporting Committee: Executive Committee Human Resources
4N. Succession Planning Goal: UCP Central PA is adequately prepared for the planned and/or unplanned absences/departures of staff in key leadership positions. Objective Develop an approach to succession planning to address current and future organizational leadership needs. Significance: Minimizes disruption to services Resources: Management Team HR Staff Tasks: Task Description Responsible Party Begin Date End Date 1 Develop Succession Plan Process for Management Team members. HR Director/CEO/HR Chair/Board Chair/FDN Board Chair 08/30/2014 2 Define next level/other positions which should also be considered for succession planning. HR Director/CEO/HR Chair/Board Chair/FDN Board Chair/Management Team 08/30/2014 3 Draft to HR and Exec Comm HR Director/CEO 09/30/2014 4 Brief HR and Exec Comm on status HR Director/CEO 03/30/2015 5 Brief HR and Exec Comm on process and status of plans HR Director/CEO 09/30/2015 6 Status updates to HR and Exec Comm every 6 months thereafter HR Director/CEO Ongoing Risks: Compliance Measurement Criteria: Succession Plan in place for UCP key leadership positions Reporting Committee: Executive Committee Human Resources
Strategic-Plan-2015.docx