Home > Corporate > Media Centre
A successful future starts today
By Lee Howard
People born between 1946 and 1964 are commonly known as Baby Boomers. By far the largest demographic group, ranging from the ages of 40-59, are starting to think about retirement, if they already haven't gone through with it.
A large number of executive positions are held by people in this demographic, and organizations are starting to realize that there isn't always someone ready to take over these highly sought after positions.
PSP is planning ahead to avoid organizational disaster. A program called the Career Training and Development Plan (CTDP) has been developed for all full-time NPF employees with at least three years of experience in the organization.
To be considered for the CTDP program, you must fill out an application and meet certain criteria.
A team of directors and managers from PSP were put together as a Succession Planning Steering committee. On March 21 and 22, they sat down for a two-day session, in which they discussed each of the 68 applicants, their.aspirations within PSP and where they would most like to work in Canada.
"With the introduction and implementation of Succession Planning, our PSP division has demonstrated its commitment to providing on-going opportunities for continued advancement for our employees," states Leanne Witt, PSP manager in North Bay and a member of the Succession Planning Steering committee.
"With good succession planning, employees are ready for new leadership roles as the need arises, and when someone leaves, a current employee is ready to step up to the plate," says Witt.
"Succession Planning pertains to career development while at the same time demonstrates vision with regard to continuity of service excellence," says Frank Cleysen, PSP manager in Halifax and member of the Succession Planning Steering committee.
CTDP gives an employee Training and Development (TD) opportunities, which include, but are not limited to, formal training/courses, secondments, lateral transfers and job swaps, special assignments, and volunteer work.
"It is quite conceivable that a person could join our organization as a fitness instructor in 2005 and retire as the CEO in 2040 after a career that included several different career streams, lots of challenges, educational opportunities, and deployment to foreign countries," says Ed Gagnon, PSP manager at CFB Petawawa.
"NPF personnel applying for higher jobs in the organization would have the tools, experience, and education to replace the leaders currently in place," says Gaetan Melancon, Director of Physical Education. "With limited funding, we are hoping to provide gratifying experiences in more junior and senior management positions to a larger group of NPF employees."
Although applications may be sent in at any time during the year, they must be sent before October 31 to be considered for CTDP by the Selection Board at the annual January review.
Witt says, "Success by succession planning is an investment that our senior leaders have instituted and is an important strategy in achieving the long-term vision of the PSP division."
The program is managed by the CFPSA Training Center in Borden. If you have any questions or need more information you may contact Paul Poirier, the Successsion Plan Working Group Chairman at (705) 424-1200 ext. 3570 or the National Succession Plan Coordinator, Evelyn Keller at ext. 7193. The policy, eligibility criteria, and application process are also available on the CFPSA website at:
www.cfpsa.com/en/psp/CFPSATraining/succession_e.asp
