A key to tackling the talent war in the health sector is strategic planning for succession. At any given time, a senior member of your team could resign or suffer an unexpected health emergency. The only way to move forward without major organizational disruption is through continually developing and mentoring high-potential employees. In this assessment, you will gain experience benchmarking succession planning strategies based on current trends.
Assessment Preparation
Assume your highest performing tenured manager of a 20-person department unexpectedly submitted her 2 weeks’ notice. Your next most tenured employee in the department has only 2 years of experience and is not ready to assume the position at this time. Additionally, there is a major health care organization(Piedmont Healthcare) in your area that seems to have the first pick when recruiting the talent you really need. The executive team for your organization (Wellstar Health System) has asked you to address this situation.
Read “What is the 9 Box Grid? Tips For Using It Alongside the Performance-Values Matrix” from WorkDove.
Assessment Deliverable
Develop a 1,050- to 1,400-word strategic succession plan that addresses the following:
Describe the importance of identifying strategies to mitigate the impact of your employee’s rapid departure.
Propose a recruitment plan to fill the managerial position.
Create a preboarding checklist and onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics.
Propose a succession plan policy or mentorship plan that could be implemented to ensure continuous organizational support.
Align the proposed plan to benchmarks and current trends in the health care industry.
Insert your checklist and any other visuals or tables within your plan.
Cite at least 3 reputable references to support your assessment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality).
Format your assessment according to APA guidelines.
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