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2009 AHIMT Conference Succession Planning – What happens when you retire?
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2009 AHIMT Conference Succession Planning – What happens when you retire?

Mar 26, 2015

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Sofia Ross
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Page 1: 2009 AHIMT Conference Succession Planning – What happens when you retire?

2009 AHIMT ConferenceSuccession Planning – What happens when you retire?

Page 2: 2009 AHIMT Conference Succession Planning – What happens when you retire?

Team succession planning is key at all levels

Is it really true that we are all expendable?Many organizations find that they are

unprepared for a leadership changeThis can lead to the boss feeling compelled to

stay, with potentially damaging resultsA well-functioning team has planned for the

inevitable changes that the future will bring

Page 3: 2009 AHIMT Conference Succession Planning – What happens when you retire?

Team succession planning is key at all levels

Regardless of the method of team selection, succession planning (from top down) and sustainable funding are the lifeblood of the longevity and effectiveness of the team

Page 4: 2009 AHIMT Conference Succession Planning – What happens when you retire?

Identifying the needs, procedures and best practices

for succession planning1. Clear understanding of team structure and

function2. Team roles and responsibilities clearly laid out3. Involve Section Chiefs4. Performance requirements5. Cast a wide net6. Careful consideration of each candidate7. Provide adequate support and opportunities

Page 5: 2009 AHIMT Conference Succession Planning – What happens when you retire?

1. Clear understanding of team structure and

functionIt doesn’t matter which structure you use. Just make sure

it fits your needs.Ask:

Who are our customers? Local jurisdiction, county, region, state

What is our mission? Do we have alternatives (other type 3 or type 1 and 2 teams) Are we a local agency team? If so, how do we get and keep

experience?How do we finance our team after start up?

Grant funding, agencies, subscription, feesWhere do team members come from?

Agency, multi-jurisdictional, region, private/public, state and federal

Page 6: 2009 AHIMT Conference Succession Planning – What happens when you retire?

2. Team roles and responsibilities clearly

laid outRetention and advancement within the team is

enhanced when members up and down the chain contribute regularlyAdministrative tasks can overwhelm the 20% and

marginalize the 80%Mentoring is more effective when there is are

clearly defined roles and responsibilitiesBy creating opportunities for input, members are

engaged and encouraged to not only succeed, but move up within the team

Page 7: 2009 AHIMT Conference Succession Planning – What happens when you retire?

3. Involve Section ChiefsA key element of succession planning is an

understanding by the team leadership of the skills, knowledge, abilities AND; most importantly, the desires of section membersSection Chiefs are positioned to mentor, assess and

motivate members to achieve their current position as well as to recommend new trainee positions

The workload assigned to section chiefs provides the IC the opportunity to do the same as they evaluate their performance

Page 8: 2009 AHIMT Conference Succession Planning – What happens when you retire?

4. Have performance requirements

The ability to deliver as a team keeps the IC up at night!A significant investment is made to staff and equip teams

and the stakeholders have high expectations of performance

Type 3 events are few and far between, or as Gordon Graham would say, “low frequency, high risk”; so we have to find ways to keep in practice. Consider planned events

Performance requirements ensure and engaged team, as well as a tool for team selection and retention

Don’t keep names on a roster for name’s sake, your good performers will suffer

Page 9: 2009 AHIMT Conference Succession Planning – What happens when you retire?

5. Cast a wide netDiversity strengthens the all hazard team

Ensure good representation of all disciplines

Try to mix up team membership so you have deployable resources from a number of sources

Have a good PR methodGain support from senior stakeholders

Page 10: 2009 AHIMT Conference Succession Planning – What happens when you retire?

6. Careful consideration of each candidate

Team membership selection is a key piece of succession planningAppointment to team is a privilege, not a rightHave a clear, consistent recruitment standardRequire ANNUAL re-application

Failure to do this will kill your team over time This reinforces performance standards and provides

objective methods to remove non-producers Don’t be bullied into taking a candidate

Page 11: 2009 AHIMT Conference Succession Planning – What happens when you retire?

7. Provide adequate support and opportunities

Care and feeding of the team requires time and resourcesEnsure a funding stream to provide ongoing training as a team

Send people to position-specific trainingParticipate in shadowing/training assignments and push PTB completion (we require two signatures per task)

Page 12: 2009 AHIMT Conference Succession Planning – What happens when you retire?

NWIMT ApproachThe model we chose works well for us, but is only

one of many ways for team structureWe took 2 years in planning and organizationNWIMT serves a 5 – county region between Seattle

and Canada and is the first-due IMT for the 2010 Olympics if there is an event on the U.S. side of the border

We have a 9-member independent Board with one member from each discipline and are an independent municipal corporation so we can receive funds and grants directly

Page 13: 2009 AHIMT Conference Succession Planning – What happens when you retire?

Incident Commander B. BoydT. Gates

Plans Section ChiefA. Day

B. HolsteinB. Reading

Operations Section ChiefC. AndersenE. Andrews

Logistics Section ChiefS. Guptill

P. McIntyre

Public Information OfficerL. HynesR. Sucee

Resource Unit Leader E. Klinefelter

C. MaroteJ. Napier (T)

Resource Check-inH. AndersonM. Deyerin

Situation Unit LeaderM. AlmvigE. Thomas

G. Duranceau (T)

Deputy OPSS. Mason

S. RossmillerC. Steichen

Division/GroupLocal and/orMobilizationResources

Deputy ICB. McBaneG. Shand

Policy Group (Board)

Liaison OfficerM. Campbell

B. Cowan

Safety OfficerS. Glowaski

R. Gray

Finance Section ChiefR. Anda

L. Rubstello

GISS. CarsonK. SecrestA. Stark (T)

L. Yengoyan (T)

Deputy LSCD. BondD. Good

D. Halloran (T)

Comm. Unit Leader B. HanesM. Voss

NWIMT Master Roster 1/13/0934 Members + Trainees

Page 14: 2009 AHIMT Conference Succession Planning – What happens when you retire?

NWIMT ApproachTwo standing teams, on

weekly rotation, with trainees

Board appoints IC’s, confirms Deputy IC’s

IC’s appoint all membersAnnual application Team training quarterly with

a requirement of 2 per yearActive trainee programMember of state mobilization

plan

One IC handles trainingOnce IC coordinates other

team functionsOperating Committee (10) Fully self-contained plans,

logistics and satellite comm. trailers support team

17 positions per standing team plus trainees

Interlocal agreement with annual dues .05/capita or by budget for special districts

Page 15: 2009 AHIMT Conference Succession Planning – What happens when you retire?

NWIMT ApproachWe owe our success to the hard work and vision of

a core group who sacrificed expediency for longevityOur team has been blessed with the opportunity to

deploy 15+ times in the last 3 years, which creates excitement and capability

We also owe a debt to the Jefferson County, Co. team who shared everything they had, and we would be happy to do the same.

Our website has lots of information at www.nwimt.org

Page 16: 2009 AHIMT Conference Succession Planning – What happens when you retire?

NWIMT ApproachThe model we chose works well for us, but is only

one of many ways for team structureWe took 2 years in planning and organizationNWIMT serves a 5 – county region between Seattle

and Canada and is the first-due IMT for the 2010 Olympics if there is an event on the U.S. side of the border

We have a 9-member independent Board with one member from each discipline and are an independent municipal corporation so we can receive funds and grants directly

Page 17: 2009 AHIMT Conference Succession Planning – What happens when you retire?

Questions??