Abstract
Succession planning for staff and managers starts with a clear vision and strategic plan. It includes hiring, developing, and coaching all employees to meet new competencies. The implementation of succession planning requires commitment, vigilance, and engagement by all members of the nursing department. Partnerships with human resources and the education department are key for success. The author shares one medical center's experience with succession planning and ongoing strategies for success.
MeSH terms
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Career Mobility*
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Decision Making, Organizational
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Forecasting
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Health Services Needs and Demand
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Humans
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Intergenerational Relations
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Interprofessional Relations
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Leadership*
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Mentors / psychology
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Nurse Administrators / education
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Nurse Administrators / organization & administration*
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Nurse's Role / psychology
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Nursing Staff / education
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Nursing Staff / organization & administration*
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Organizational Culture
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Organizational Objectives
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Personnel Selection / organization & administration*
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Planning Techniques
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Professional Competence / standards
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Social Support
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Staff Development / organization & administration*