A key to tackling the talent war in the health sector is strategic planning for succession. At any given time, a senior member of your team could resign or suffer an unexpected health emergency. The only way to move forward without major organizational disruption is through planning for such occurrences. In this assessment, you will gain experience benchmarking succession planning strategies based on current trends.
Assume your highest performing tenured manager of a 20-person department unexpectedly submitted her 2 weeks’ notice. Your next most tenured employee in the department has only 2 years of experience and is not ready to assume the position at this time. Additionally, there is a major health care organization in your area that seems to have the first pick when recruiting the talent you really need. The executive team for your organization has asked you to address this situation.
Read “Using the Performance Values Matrix Alongside a 9-Box Grid” from Performance Culture, Inc.
Develop a 1,050- to 1,400-word strategic succession plan that addresses the following:
Priorities and steps to mitigate the impact of your employee’s rapid departure
A proposed recruitment plan to fill the managerial position
A preboarding checklist and onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics
Succession plan policies and practices that could be put in place to proactively avoid this situation
How the proposed plan aligns to current trends in the health care industry
