Succession Planning and Talent Development for the Public Sector
Strategies for Recruiting and Retaining Top Talent and Effective Knowledge Transfer
Conference: May 27 and 28, 2008
Optional Workshops: May 29, 2008
Minto Suite Hotel · Ottawa, Ontario
Optional Post-Conference Workshops
Thursday, May 29 2008
9:00 - 12:00
Workshop One
HR Roadmap: Directions for Navigating the Components of a
Comprehensive and Meaningful HR Plan
David Cohen, President, Strategic Action Group
In reality, good succession planning is the culmination of a solid
talent management and development process. Successful succession is the responsibility
of those who manage recruitment, development, training, performance management,
coaching and mentoring. This session will look at the key highlights of an effective
HR plan and address questions specific to succession planning for public sector
organizations:
- What is the employment brand of a public sector organization?
- What are the necessary components for building a meaningful succession plan
instead of a traditional replacement plan?
- Transferring an employee of one department in the public sector easily to a
different department at the senior levels
- How to conduct an employee review meeting with a manager to identify high
potential employees and what to do next
1:00 - 4:00
Workshop Two
Retention and Development: Identifying, Retaining, Developing,
and Engaging Top Talent
Michael Snyders, Senior Partner, Future Focus Inc. - High
Performance Leadership
The toughest part of succession planning is managing, implementing, and sustaining it
for the long term. This is especially true for harnessing the talent of the people
you've recruited. This workshop provides insight into how to engage and motivate your
talent pool through collaborative ownership of their career pathing.
- Recognizing the differences in motivators for various levels of talent: are we
providing the right motivators to engage top talent?
- Leadership responsibilities: are we engaging our leaders to identify, guide, and
nurture their top talent?
- Management systems: do we provide an effective Succession Management System to
career path our top talent?
- "It takes a village": how to harness collaborative ownership of talent development
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