|
|
NASA
Headquarters Succession Management Planning
Succession Management Planning Consulting Services are
now available to NASA Headquarters corporate organizations through a
one-on-one consulting process, beginning in January 2005. This is a very
exciting opportunity for NASA Headquarters to focus systemically on helping
organizations gain the edge in work force effectiveness and ensuring
uninterrupted continuity in work force capabilities. This is particularly
important in critical human capital performance areas. The Headquarters
Succession Management Planning Program is specifically customized for this
purpose.
HQ Succession Planning Model
While traditional succession planning programs are aimed at executives
only, the NASA Headquarters Succession Management Planning model reaches
further into the organization by focusing on critical key performance
areas. This technique facilitates a better methodology for understanding
where future talent will come from and how we can retain our high potential
employees so as not to interrupt continuity in organizational performance.
Gaining the edge means ensuring the recruitment and retention of a talented
and diverse
work force, and, then continuously honing human capital knowledge, work
force capabilities and competencies, as well as aligning these areas with
the organization's strategic goals, performance metrics, and work force
compensation. The model is comprised of five component phases, beginning
with the:
-
Conduct of a Human Capital and
Organizational Business Scan,
-
Determination of Critical Performance
Areas and Conducting a human capital work force gap analysis,
-
Creation and communication of the organization's
succession management plan, based upon the data and information review
resulting from Phases 1 and 2,
-
Evaluation of the effectiveness of
the Organization's
Succession Management Plan after a designated period of time,
-
Conducting a System Feedback and
Lessons Learned Review so as to update and/or modify the Plan on a
periodic basis.
The Headquarters Succession
Management Planning model facilitates the creation of a tailored work force
assessment profile, a succession management strategic plan, implementation
plan, a communication plan and a performance metrics evaluation feedback
review.
|
HQ Succession Planning Consulting
Process
Through an internal consulting process, the NASA Headquarters Succession
Planning Consulting Team will work with NASA corporate organizations. This
team is comprised of representative consultants from the Headquarters Human
Resources Management Division, Equal Opportunity & Diversity Management
Division, Career Management Office, and the Headquarters Training Office.
Its role is to provide NASA offices with timely, organization-specific
consulting services that fall within the constructs of NASA human capital
management. Through succession planning, your organization will be more
positioned to:
- Determine where to concentrate needed resources
that yield the greatest flexibility for meeting current and future
performance requirements;
- Acknowledge and prepare for retirements,
voluntary separations, market conditions;
- Proactively respond to stakeholder needs and work
requirements;
- Prepare for changes in the Agency and your
organization's mission;
- Ensure that the organization is viable and
positioned for future needs;
- Build internal employee and organizational
competencies and capabilities; and
- Adjust readily to the changing work and political
environment.
For More Information or Consulting Services
If you have any questions regarding succession management planning
for the Corporate Offices of NASA Headquarters, please contact:
Kim Haney at 202-358-0433
Lead for Headquarters Corporate Leadership and Organization
Development
or
Vicki Thorne at
202-358-2339
Director of Career Management
We believe such
planning is a valuable and necessary human capital management tool
vital to the success of NASA.
Back to the top |
|
