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Succession Planning
Succession Planning is an important part of a school's workforce performance management system.
The hallmark of a great leader is one who sets his or her successors up for success, rather than failure.
However, in many companies this is not the case. Jim Collins, author of Good to Great, 1991, found that executives set their successors up for failure, chose weak successors, or both in over 75% of the comparison companies in his study. Collins indicated that because of ego or what he calls the "Big Dog Syndrome", these executives did not leave behind companies that would be great after they were gone.
Use our contact form to let us know how we can help you with your succession planning challenge.
Performance Management
Don't let your school fall victim to the memory drain when top performers leave or retire. To ensure your school's long term success, it is important, as a part of your school's workforce performance management system, to think about career tracks for your employees that will match them with duties and responsibilities that maximize performance, employee morale, and school success.
Succession Planning
 The Profile XT "Total Person" assessment is a powerful solution to help you, not only assesses an employee's match with a specific position, but also evaluate their job match with a number of positions. A candidate or incumbent's Profile XT data is compared with Job Match Patterns for a number of jobs and an easy to read and understand report is displayed with job match percentages for each of those positions, creating a powerful succession planner for the individual and the organization.
The Profile XT measures and predicts performance in essential areas where an employer needs to make the most effective promotion decisions. The Profile XT utilizes advanced online technology that predicts job suitability and accurately matches people with the work they do now or in the future.
Use our contact form to let us know how we can help you with your succession planning challenge.
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Profile XT
The Profile XT™ through its innovative JobFit™ technology, measures essential data an employer needs to make better hiring, training, managing, and promoting decisions. The Profile XT™ employs advanced online technology that predicts job suitability and accurately matches people with the work they do.
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Technical Specs:
- Solves these challenges: Deciding Who to Promote, Hiring Employees with Low Productivity, High Employee Turnover, Ineffective Training, Poor Communication, Organizational Identity Confusion, Interdepartmental Conflict, Profitability Issues
- Used For: Placement, Promotion Fit, Succession Planning, Coaching, and Self Improvement
- Measures: Thinking and Reasoning, Occupational Interests and Behavioral Traits
- Areas Measured: Learning Index, Verbal Skill, Verbal Reasoning, Numerical Ability, Numeric Reasoning, Energy Level, Assertiveness, Sociability, Manageability, Attitude, Decisiveness, Accommodating, Independence, Objective Judgment, Enterprising, Financial, People Service, Creative, Technical, Mechanical
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Time to Take: 50 minutes
- Report Types: 9 Different Reports
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Administration: Online or Pencil / Paper
- Results Turnaround: Immediately
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More about the Profile XT here |
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Performance Indicator - DISC Personality Style Assessment
Profiles Performance Indicator measures key behavioral factors and their impact on the critically important aspects of success in business, providing information that makes every employee more valuable and productive. This DISC style assessment and report helps you understand how an individual can be understood, motivated, and managed.
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Technical Specs:
- Measures: Productivity, Quality of Work, Initiative, Teamwork, Problem Solving, Response to Stress, and Motivation
- Areas Measured: Productivity, Quality of Work, Initiative, Teamwork, Problem Solving, Response to Stress and Conflict
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Time to Take: 15 - 20 minutes
- Report Types: 2 Different Reports
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Administration: Online or Pencil / Paper
- Results Turnaround: Immediately
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More about Profiles Performance Indicator here |
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