Succession Planning and Individual Development

Abstract

The authors present a framework for a succession planning and individual development initiative implemented in a Veterans Health Administration facility. Foundational strategic goals and a conceptual framework in the Veterans Affairs system provide the structure for the 3 facility-level succession planning and individual development programs. Outcomes of the programs are promising with 2 of 3 programs demonstrating clear succession planning outcomes and the other one showing positive preliminary results.

The development and evaluation of a succession planning programme in nursing, in Australia

“…Various models and approaches have been taken of succession planning (Rothwell 2001, Soares 2002, Bolton & Roy 2004, Beyers 2006, Goudreau & Hardy 2006). There is a substantive amount of literature in the corporate sector, but within nursing the succession planning literature is scarce (Bolton & Roy 2004, Sherrod 2006, Weiss & Drake 2007).…”

What are the career planning and development practices for nurses in hospitals? Is there a difference between private and public hospitals?

“…On the other hand, the career advancement systems and programs for nurses’ personal and professional development reported in the literature include formal, structured educational programs for advancement in clinical title and roles (Goudreau & Hardy 2006). In the hospitals included in our research the most common career planning and development practice as a technique for career development was ‘educational programs, courses and seminars.’ The finding that ‘encouraging and providing opportunity for advanced education’ was given more often in university hospitals than the other hospitals shows that the nurses are given opportunity for personal development.…”

Making the Case for Succession Planning: Who's on Deck in Your Organization?

“…In Canada, the need for leadership development and succession planning has been recognized by key professional associations as vital to the future of the profession (CHSRF 2006;CNA 2003CNA , 2005. The importance of succession planning has also been recognized in the United States for the same reason (Beyers 2006;Goudreau and Hardy 2006;Harrison et al 2006;Weiss and Drake 2007). Succession planning should be a requirement for educational institutions, healthcare organizations and nursing associations (CHSRF 2006).…”

“…High nursing turnover rates also continue to be an issue, and these numbers include nurse leaders (Woolf et al 2006). Together, these issues tie into leadership development and may be related to the recent heightened interest in succession planning (Goudreau and Hardy 2006;Harrison et al 2006). Furthermore, informational technology, global competition, boomer retirements and differing employee needs are shaping future leadership requirements (Lockwood 2006).…”