TRIBAL TRANSFER
David Barr, CMP Services
Marcie Stowell, EBRC
Tribe: an indigenous group that
shares a common language,
common beliefs, and sees
themselves as sharing a common
heritage
Tribal Transfer: a systematic
approach of transferring
workplace knowledge and skills
from veterans to emergents
THE DATA
The population is expected to become
much older. By 2030, more than 20
percent of U.S. residents are
projected to be aged 65 and over,
compared with 13 percent in 2010 and
9.8 percent in 1970.
An Aging Nation: The Older Population in the United States, www.census.gov, May 2014
Between 2012 and 2030, the proportion
aged 65 and over is projected to
increase in all developed countries…
Although the United States is relatively
young compared with many other
developed countries, it has the largest
number of people aged 65 and over
among the developed countries, with
over 43 million older people in 2012.
An Aging Nation: The Older Population in the United States, www.census.gov, May 2014
The ratio of the older population
to the working ages has
increased steadily over the last several
decades, from 11 in 1940 to 21 in 2010.
The old-age dependency ratio sees a
rapid increase between 2010 and 2030,
from 21 to 35, as the baby boomers move
into the 65 years and over category.
An Aging Nation: The Older Population in the United States, www.census.gov, May 2014
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
Working Beyond Retirement Age, Holder and Clark,, www.census.gov, May 2008
•
Vacancies in senior or key positions are occurring in numerous
organizations simultaneously and demographics indicate there are
statistically fewer people available to fill them
•
Baby boomer retirements are on the rise just at the time when the
economy is growing and increasing the demand for senior
management expertise
•
There is no emerging group of potential employees on the
horizon as in past generations (i.e. baby boomers, women entering the
workforce, large waves of immigration)
•
Many organizations eliminated middle manager positions during
restructuring in the 1980s and 90s and no longer have this group as
a source to fill senior level vacancies
"Succession Planning and Management" , Teresa Howe
Michigan’s workforce continues to get older. In just
over a decade, the proportion of workers age
55 and older grew from one in eight to nearly one
in five.
According to a 2012 survey by the American Association of Community
Colleges (AACC), 42
percent of community college
leaders plan to retire by 2017.
The AACC identifies three specific challenges regarding leadership
that community colleges must address in the coming years:
1. The pool of current leaders is graying and approaching
retirement.
2. The pool of potential presidents is shrinking.
3. The continuous rotation and recomposition of governing boards
means that at any given time a significant number of
board members are relatively new to their responsibilities.
Lansing State Journal article, March 2015
In October, the Michigan Civil Service Commission threw a job
fair… The big selling point? Numerous job openings in everything
from public safety to health care because more than
11,000 state workers would retire within two years.
About 30 percent of the current state workforce will be
eligible for retirement by 2019, the Civil Service Commission said.
About 16 percent of the workforce is eligible to retire this
year. Nearly a quarter of the state workforce is 55 or older,
compared to about 16 percent a decade ago.
http://www.lansingstatejournal.com/story/news/local/capitol/2015/03/09/state-workforce-aging/24524155/
How does this impact you?
Tribal Transfer Outline
• Management Working Together
• Workforce Working Together
• Individuals Working Together
• Working Alone
• Benefits of good succession planning
MANAGEMENT
WORKING TOGETHER
Please gather in groups and write out
the components required in a
successful succession plan
Components of a succession plan
1.
2.
Empower a succession planning committee
Complete capacity and needs assessment
a.
b.
c.
d.
e.
3.
4.
Identify key positions
List current and emerging needs
Chart key positions and individuals
Gap analysis
Employee evaluation
Develop and implement the plan
Measure, monitor and evaluate success
http://www.hrcouncil.ca/hr-toolkit/planning-succession.cfm
WORKFORCE
WORKING TOGETHER
Train your group to (complete a
complex task)
Implementation of a succession
plan
• Strategy at the executive level
• Train and support the managers
• Train and support the workforce veterans
• Train and support the workforce emergents
Succession planning tools
1.Guide to Setting Up a Succession Planning Committee
2.Succession Planning Committee Duties and
Responsibilities Checklist
3.Leadership Transition Plan
4.Position Inventory
5.Workforce Transition Plan
6.Position Success Profile and
Job Function Analysis
7. Mentor Training and Support
8. Talent Assessment
INDIVIDUALS
WORKING TOGETHER
Describe differences in the people
that make up our businesses
Account for generational differences
.
Generation Z
Baby Boomers
When the same words mean different things
TGIF
TGIF
Carbon copy (cc in email)
Carbon copy (ink paper)
Left a message (“I messaged him”)
Left a message (“message slip”)
Words that have no meaning to a different generation
I gave her the button
Mimeograph
LOL, BRB, AFC
PDQ
Account for personality differences
Task vs. People
Proactive vs. Receiving
Urgency vs. Stability
Details and rules vs. Bottom line and unstructured approach
Team v. Independence
WORKING ALONE
Describe what support would be
helpful
Support
Support the Veterans
• HR tie-in
• Retirement planning services
• Health care planning services
• Workplace accommodations (reduced schedules, physical
environment)
Support the Emergents
• Train their mentor
• Create and support developmental pathways
• Accommodate the time to learn
BENEFITS
Benefits of good succession
planning
•
A means of ensuring the organization is prepared with a plan
•
A continuing supply of qualified, motivated people (or a process to
identify them)
•
An alignment between your organization's vision and your human
resources
•
A commitment to developing career paths
•
An external reputation as an employer that invests in its people and
provides opportunities and support for advancement
THANK YOU!