Organizational Development for Knowledge Management at Water ...

Project Study # 6
Succession Planning
Project Description: Program implemented in October 2005 and is programmed to run through
2008. Started with a pilot program of seventeen individuals; the criterion used to select these
individuals included current position and experience, job performance, education, community
involvement and potential future leadership opportunities.
Size of Utility: 241 employees
Critical Success Factors: A critical success is the attendance of the employees at Water Board
Meetings, Columbus Consolidated Government meetings, and Muscogee County School
District meetings. In addition they are required to have at least 15 hours of volunteer or
community participation. Other critical success components are: performance in current
position; participate in extracurricular education and training opportunities; maintain active
membership in an approved community/ leadership organization; leadership experience and
opportunities; and be active participant in the review of the succession plan progress.
Cost: Leadership and training requirements that consists of the University fees and the
individual’s commitment of time and travel.
Alignment: It involves providing training, competency assessments (360 evaluations),
leadership opportunities and mentoring.
Benefits: Better prepared employees; managers are more aware of the need to transfer
knowledge; employees are more motivated and excited about personal development
opportunities. Participation in the succession planning program does not “guarantee” a
promotion or a different job in the future rather it is an opportunity to develop key job related
skills, competencies and technical knowledge which will offer present and future value to CWW
and for individual participants.
Compiled October 2007
_____________________________
POC:
Gwendolyn Hargrove Ruff
Columbus Water Works
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