Succession management scheme © Aspire Training & Consulting Page 1 of 1 Document date: June 2015 BizOps will undertake capability profiling to meet the challenges of the next three to five years. A range of business plans and relevant data will be analysed for critical success capabilities. During this stage of the project, the commitment and ‘buy-in’ of senior managers across Australia will be secured using a two-phase data-collection process. The first phase will involve individual meetings with strategic leaders within BizOps to solicit input on behaviours required for effective leadership. Individuals will be identified by the HR steering committee as the staff best able to articulate the leadership capabilities that are crucial for BizOps’s success. This process will then be broadened, and focus group interviews will be undertaken with operational leaders to gain their ideas on effective behaviours. From these interviews, a draft list of capabilities will be devised using the data gathered with reference to previously validated leadership capabilities. This draft list will be circulated for assessment in the form of a questionnaire to a representative group within BizOps. These participants will be asked to rate the importance of the capabilities at their level, rank the capabilities in order of importance and indicate the percentage of the requirements for this management level covered by the capabilities. Capability profiles will then be written to ensure clear statements are relevant and integrated into existing competency frameworks. These profiles will be used in future recruitment and selection, as well as in the second stage of internal participant assessment. BizOps will identify candidates with leadership potential from the talent pools. This will be achieved by conducting assessments using the capability profiles, performance ratings and observed skills and experience. During this stage, three groups will be assessed: visionary/strategic managers, strategic/operational managers, and operational/tactical managers. All candidates will be provided with detailed feedback on their assessed performance. In conjunction with the debriefing, all high potential candidates will be provided with development plans and appropriate training programs. Each candidate’s performance and development needs will be tracked conjointly with organisational requirements. As part of BizOps’s continuous improvement and analysis process built into the program’s implementation, the overall effectiveness of the succession management program will be evaluated after the first year.