3.1.2: Career Development & Succession Planning

Strengthen our career development and succession planning processes.

Other Information:

Since the previous strategic planning period, we have developed an organizational structure to support our growth and ensure appropriate oversight consistent with the Dodd-Frank Act. Our continued growth coupled with senior staff approaching retirement eligibility necessitates continued emphasis on these efforts. We will continue to build our cadre of mid-level managers and provide training and experiences that will prepare them to assume higher-level positions. A key facet of our career development and succession planning program is our annual individual development plan process, which tailorstraining and other developmental assignments to each individual employee. In addition, we are assessing our job descriptions and career ladders to ensure that they are up-to-date and consistent with other Board organizations. We will also apply "knowledge management" concepts to facilitate the sharing and transfer of knowledge from the senior members of the organization to future managers and officers, and we are working to establish an OIG mentoring program. Further, we will continuously review our organizational structure to ensure it meets our evolving needs.

Indicator(s):

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