CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

2) Tied the succession planning program to the employees’ career plans.3) Tied the succession planning program to the training programs.4) Established measurable objectives for program operation.5) Identified what groups the program serves in priority order.6) Established a written policy statement to guide.7) Articulated a written philosophy.8) Established action plan.9) Established schedule of events based on action plan.10) Fixed responsibility for organizational oversight of the program.11) Fixed responsibility of each participant in the program.12) Established incentives/rewards for identified successors.13) Established incentives/rewards for managers with identified successors.14) Developed a means to budget.15) Devised means to keep records for individuals who are designated assuccessors.16) Created workshops to train management employees about the program.17) Created workshops to train individuals about career planning.18) Established a means to clarify present position responsibilities.19) Established a means to clarify future position responsibilities.20) Established a means to appraise individual performance.21) Established a means to compare individual skills to the requirements offuture positions.22) Established a way to review organizational talent at least annually.29