Succession Insights

About This Video

As the Director of HR, it's important that I ensure departments have succession plans and recruitment plans in place to address the potential turnover in departments as a result of the retirements. To keep on track with this responsibility, I need to immediately be able to evaluate the state of our departments when I'm meeting with department heads, the president, the board, and my team. This data can be summarized for me as shown here on this dashboard, and I can see immediate impacts to our departments. In addition to forecasting recruitment needs based on pending retirement, as of today, we only have approximately 23% of employees eligible for retirement. That's based on the minimum years of service for retirement as well as the minimum age for retirement that we've defined. However, if I forecast into the future, I'll be able to see how this impact may change and what departments might be impacted, say five years from now. Immediately, I can see that chemistry and International programs are two departments that will be impacted. I have a meeting with the department chair for chemistry later this week and can get an update on the succession plan she has in place. In terms of the International Programs department, I met with the department's chair yesterday and know that he has a solid recruitment plan in place. I do want to review the compensation within the department to determine whether we need to reach out to the Budget Office to factor in additional funds fo