Succession Planning Sept 2007

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September 2007 Succession Planning Eye Care Centers of America

Transcript of Succession Planning Sept 2007

Page 1: Succession Planning   Sept 2007

September 2007

Succession Planning

Eye Care Centers of America

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September 2007

Associate Makeup Talent

Skills, abilities, competencies, experiences and education

Passion Interests, preferences, values, and needs

Organization Company values, performance standards, job

duties, and organizational structure

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Good Soldier

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Eager Beaver

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Boat Rocker

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Goal

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Skill Types

Technical Tells what is done on the job

Specific knowledge or skill learned on the job or through training

Behavioral Tells how a job is done

Specific experiences learned through life experiences – habits or behaviors

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Position Responsibilities

Trainingand

Development

TechnicalAND

Behavioral

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Skill Identification

Technical Behavioral

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Strengths/Opportunities

Strengths Opportunities

Plan of Action

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Associate Disclosure

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Supervisor Recommendation

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Staff Development Files

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Chuck’s Form

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Communicating

It’s appropriate to discuss development steps

Not a guarantee of promotion

There is no “next” _________

Remind associate goals must be achieved before promotion

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Past Turnover = Projected Needs

Termed Counts and Percentage

Voluntary Involuntary Total Count Voluntary % Involuntary % Total % Average Active

General Managers 2 1 3 11.8 5.9 17.7 16.9

Lab Hourly F/T 5 1 6 88.6 17.7 106.3 5.6

Lab Hourly P/T 13 0 13 74.8 0.0 74.8 17.4

Lab Managers 9 0 9 57.9 0.0 57.9 15.6

Retail Hourly F/T 14 4 18 50.0 14.3 64.3 28.0

Retail Hourly P/T 38 6 44 67.6 10.7 78.3 56.2

Retail Managers 2 0 2 23.9 0.0 23.9 8.4

Territory 713 Totals 83 12 95 56.1 8.1 64.2 148.0

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Promotion PathEWS

ThirdKey

OptTech

Lab Tech

J-man

AppLab

LeadTech

OptCdr

LabMgr

RetailMgr

GenMgr

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Promotion Beyond Store

GMAM

LabMgr

RetailMgr

TD

SpecLab

OpsMgr

DeptSup

DC

DeptMgr

BusAna

DeptDir

SVP VP

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Development Report

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Questions

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