Thanks to all who participated in my latest Weekend Poll. This weekend’s question:
The results of my latest Weekend Poll suggest that there’s little in the way of formalised succession planning in place for admin. professionals. Formal succession planning is in place for only 3% of respondents’ roles.
38% of respondents reported that they have had discussions of their long term career plans with their principals/executives. The good news is that this is an increase from 18.5% last year. Another 18% of respondents have discussed their long term career plans with their executives, but have not disclosed all their goals or plans. A whopping 41% of respondents have not had any such discussions at all.
I didn’t pose this question in last year’s poll, but 43% of respondents to this latest poll reported having been with their organisations for 11 years or longer. 14% of you have been with your organisations 20 years or longer, so it’s not unreasonable that some executives don’t necessarily anticipate change.
On the other hand, 11% of respondents landed their current roles within the last year – and 34% of all respondents have been with their firms five years or less.
What do you think? Do these stats reflect assumptions, accurate or not? Or, does the fact that 41% of respondents’ employers don’t know about their career plans reflect a lack of importance attached to succession planning or goal setting for admin. professionals?
Succession planning is relevant because, while 57% of respondents say they’re not planning a change in the near future, 21% reported that it all depends on what other opportunities are available … and more than 16% of respondents are currently exploring other opportunities or have given notice.
While 68% of you said your job descriptions are current, and 42% have developed or maintained process/procedural manuals for your role, a full 57% of respondents believe their organisations would revise your job descriptions in order to recruit for the required skills. In at least one instance, the current job description specifically reflects the incumbent in the role.
What about the state of your office, desk and filing? Well, while more than a quarter of respondents would be uncomfortable turning things over in their current state, almost three quarters are you are satisfied with the current state of organisation.
These results reflect the percentage of respondents who selected the indicated responses.
How long have you worked for your current employer?
Were you hired into your current role as the result of succession planning rather than recruitment that commenced solely with a vacancy?
Is there any succession planning in place for your role?
Have you documented processes and procedures, or otherwise created a manual in case someone should be required to step into your role?
Is your job description current?
If you left your role, would your organisation need to revise your job description to recruit for the skills required?
If your left and your job description needed revision to reflect actual responsibilities, do you anticipate that would impact recruitment requirements?
If your job description reflected actual responsibilities, do you anticipate that would impact a successor’s compensation package?
If you were to suddenly vacate you role, would you be comfortable with the state of your office/desk/files?
Have you and your principal/executive had discussion about your long term career plans?
How long do you anticipate remaining in your current position?
This week we’re making our way to Bollington, Cheshire.
That’s where Amanda Snowball is a PA/Office Coordinator – and also the winner of the Manchester PA of the Year 2016 award.
Check back Wednesday for my interview with Amanda – or click on the “Subscribe” option at the right of your screen to receive notification of this article and other posts.
When you click to subscribe and enter your email address, that will generate an automated email asking you to confirm your subscription.