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					. . . more than fighting fires



Succession
Planning
The Long Beach Experience
                   Anthon L. Beck
                             Fire Chief
                 Fire Chief’s Leadership Seminar
                          December 2001
Overview
 Organizational Structure
 Succession Planning
   Immediate
   Long-Term
 Leadership Development
   Assessment Center Process
 Key to Successful Change
 Value of the Process
Organizational
Structure
. . . more than fighting fires


   SERVING A POPULATION OF 470,855
         461,522 Long Beach Residents
           9,333 Signal Hill Residents
   COVERING 76.5 SQUARE MILES
            52.3 square miles - Long Beach
             2.2 square miles - Signal Hill
            22.0 square miles - Waterways
           . . . more than fighting fires
                                                    FIRE
 499 Firefighters
                                                    CHIEF
  27 Marine Safety Officers
                                   COMMUNITY             -   Public Information Officers *
  19 Lifeguards
                                    SERVICES             -   Public Education Officer *
  55 Civilian Personnel
                                                         -   Special Events and Volunteers *
 601 Total Personnel                                     -   Long Beach Fire Ambassadors *
                              Strategic Planning         -   Community Emergency Response Teams*


                                 FIRE                        SUPPORT
   OPERATIONS                 PREVENTION                     SERVICES         ADMINISTRATION
    Deputy Chief               Deputy Chief               Deputy Chief



        Assistant Chief                     Assistant Chief            Assistant Chief
         WEST DIVISION                       EAST DIVISION               NORTH DIVISION
         Battalion 1 A-B-C                  Battalion 2 A-B-C            Battalion 3 A-B-C


* Award-winning
Succession
Planning
The Long Beach Experience
    Immediate
      Problem Identification
      Our Solution
    Long-Term
Need for
Succession
Planning
 Historical Perspective
 Additional Insights
. . . more than fighting fires




HISTORICAL PERSPECTIVE
      Usual Approach
      3% at 50
      Senate Bill 90
. . . more than fighting fires




ADDITIONAL INSIGHTS
      Political relationships
      Need to plan ahead
      Decision making
Problem
Identification
. . . more than fighting fires



UNPRECEDENTED RETIREMENT
     Entire Senior Command Staff
         Fire Chief
         Deputy Chief of Operations
              Deputy Chief of Support Services
              Deputy Chief of Fire Prevention
     Fire Suppression Personnel
Our Solution
. . . more than fighting fires



IMMEDIATE ACTION PLAN
Private sector outside vendor (OBJECTIVITY)
Mandatory participation for all chief officers
More than a selection of replacements
Strength assessment of leaders
   Long -Term: Assessment of all fire department staff
Leadership Development
  Assessment Center
     Scope
     Design
     360-degree Feedback Survey
     Ratings
     Comparative Results
     Action Plan
. . . more than fighting fires


Assessment Center Process
Scope Provide leadership assessments for internal
candidates to include ratings, rankings, and feedback on each
candidates suitability for promotion.
Design Define a leadership profile of needed skills and
characteristics necessary for success through an assessment
center process to include:
                             Group Problem Solving
                             Written Problem Solving
                               Employee Meeting
                                   City Meeting
                              Formal Presentation
  . . . more than fighting fires


Assessment Center Process
360-degree Feedback Survey
                                   Completed by supervisor, peers, self, &
                                   subordinates (anonymous & confidential)
                                   Complements other assessment tools
                                   Identifies strengths and developmental needs
                                   Enhances self-awareness & opportunity for growth
                                   Organized according to LBFD Leadership Profile

Long Beach Fire Department 360 Report for all participants completed August 2001
. . . more than fighting fires


Assessment Center Process
Ratings The overall ratings of each candidate included the
                  following competencies:
                        Effective Communication
                        Political Savvy
                        Leadership
                        Strategic Planning
                        Coaching & Mentoring
                        Project Management
                        Problem Solving & Analysis
                        Driving for Results
. . . more than fighting fires


Assessment Center Process
Comparative
Results
Competency
Performance
Strengths
Potential
Development
Assessment
Center
Rating
. . . more than fighting fires


Assessment Center Process
Comparative Results continued
Utilization
     Evaluate candidates for Command Staff positions
     Organize a feedback meeting with each participant
     Help plan future development goals, assignments, and
     experiences
     Identify ways to strengthen LBFD leadership bench
Action Plan Formalize and implement action plan to assist
                        individual with development opportunities
Long-Term
  Early Recognition of Talent
  Career Development
  Value
  Action Plan
  . . . more than fighting fires



Our Long-Term Strategic Planning
  Fire Academy (Entry Level)
       Peer Counselors
       Career Development
       Bachelor of Vocational Education (BVE)
  Expansion of Immediate Strategic Planning
  throughout Organization
Key to Successful Change
   “The acquisitions we have successfully
   integrated have nothing in common
   except leadership and best practices.
   We have used leadership to globalize
   the intellect of the company and will
   continue to push this mercilessly.”

                         Jack Welch
                         Chairman
                         General Electric
. . . more than fighting fires



Leadership “Bench” Strength
Abilities lead to organizational strength in the future
Most powerful lever to accomplish mission
 Shape direction
 Attract & retain talent
 Increase performance expectations
 Capitalize on change
Difficulty of change = potential impact
. . . more than fighting fires
Value of the Process
   Immediate & Long-Term
   Developmental
   Expansion through Voluntary
   Participation & Incorporation
   into Strategic Plan
“More important than
 the assessment process is
 what you do with it.”
. . . more than fighting fires




Thank you
 Questions are welcome

				
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