Succession Planning: Examples of Best Practices
November 8, 2012 4:00:38 PM PST
Find links to examples of best practices for succession planning at UCSD.
Please note: Unless otherwise indicated, these programs are designed for staff in the individual department or vice chancellor area.
- The Business Officer Academy provides training, guidance and support to staff members who aspire to become business officers. This one-year program is centered around case study, small group discussions and personal interactions to provide participants with an understanding and appreciation of the role of the business officer at UCSD.
- The Financial Management Academy provides fiscal staff in Academic Affairs with a solid foundation of knowledge of a broad range of UCSD financial functions, for both professional development and career advancement. This nine-month program primarily uses a classroom setting, where lectures and activities teach concepts and best practices.
- UExplore is designed for early-career and entry-level Academic Affairs employees, to assist them in identifying realistic and appropriate professional development goals. UExplore is a nine-month program, providing half-day workshops featuring assessments, lectures, career panels and exercises.
Business and Financial Services
The STRIVE Program addresses succession planning and proactively encourages the development of future leaders and managers by providing participants with intensive and accelerated professional and career development opportunities, as well as mentorships with senior BFS members.
- Health Sciences' Succession Planning Initiatives (PDF) are focused on progressive talent management throughout all career phases with the following programs:
- Tier 1: Recruitment & Entry-Level Retention, which includes the Student Apprenticeship Program and Millennial workgroup
- Tier II: Mid-Level Employees Pursuing Greater Operational Expertise, which includes A-Z Training Series
- Tier III: Leadership Development Programs, which include High Potential Leadership Development, Leadership Development Workshops, a Leadership Forum, Supervisors and Managers Training, and HS Internships
- Health Sciences' Central Service Initiatives (PDF) will allow the organization to maintain a high level of administrative support and service without having to augment the administrative staff and budget, and include the following models:
- Faculty Compensation Service Center Model
- Academic Affairs Cost Share/Imbedded Model
- East Campus Integrated HR Service
Housing, Dining and Hospitality
The Funds For You program supports the growth and development of Housing, Dining and Hospitality staff members by providing financial support to career employees who wish to enroll in long-term educational programs such as those leading to a degree or special certification.
Human Resources Department
Human Resources' internal department programs address the acquisition of job skills and knowledge for both current functions and career development. Included are a Rotation Program, Internship Program, Cross-Training, Special Projects, and a Professional Development Support Component.