• Title page
• T able of Contents
• Org chart current and future (2 total)
• Organization summary
• Discussion of the current make up
of your employer or organization chosen. If you do not have a present employer, look up a current public
institutions/ organization and base your succession plan on that organization.
• Explain your methodology. (This includes readings/videos that were utilized this semester). You may also
include additional research as appropriate.
• Please include job descriptions and future job descriptions.
• Remember the succession plain must give me a historical content of the organization.
• It must be a well-thought out plan that will convince me that this is the appropriate future plan of action
• Reference page
Note: you must have headers and page numbers on your paper except for Title page.
The title page, table of contents and reference pages do not count toward the paper count and powerpoint
requirement
Double-Spaced
If you are using the creativity brief you can single space and add to back as an Appendix.
Graded by Rubric in back of syllabus
Points Allocation:
• Format = 25 points
• Content = 40 points
• Quality of writing = 25 points
• References = 10 points
Gray,D.(2014).SuccessionPlanning101.ProfessionalSafety,59(3),35.
• Video-https://study.com/academy/lesson/role-of-hr-in-succession-planning.html
• SHRM.(2018).EngaginginSuccessionPlanning.[online]Availableat:
https://www.shrm.org/resourcesandtools/tools-andsamples/toolkits/pages/engaginginsuccessionplanning.aspx [Accessed 4 Dec. 2018].
• ThePossibilityofImplementingTalentManagementinthePublicSector.(2012).
Management & Marketing., 7(2).
• Cappelli,P.,&Tavis,A.(2018,August21).TheNewRulesofTalentManagement:HRGoes
Agile. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/employeerelations/pages/agile-is-not-just-for-tech.aspx
• REGO,A.(2017).TalentManagement101.CanadianJournalofMedicalLaboratoryScience, 79(3), 12. Retrieved
from https://login.proxy.libraries.rutgers.edu/login? url=http://search.ebscohost.com/login.aspx?
direct=true&db=c8h&AN=125851797&site=ehost- live
• Video-https://www.youtube.com/watch?v=R7MYMVTQ_rg
• Crumpacker,M.,&Crumpacker,J.M.(2007).SuccessionPlanningandGenerational
Stereotypes: Should HR Consider Age-Based Values and Attitudes a Relevant Factor or a Passing Fad?
Public Personnel Management, 36(4), 349–369. https://doi.org/10.1177/009102600703600405
• Video- https://www.forbes.com/sites/aileron/2017/02/06/4-tools-to-create-a-strongsuccession-plan/#15a9b7804be5

Sample Solution