Randi Frank HR Consulting

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Succession Planning Tip #10: Monitor the success of the succession plan.

Make sure the plan is doing what it was designed to do. This is one of the most important things to be mindful of for succession planning. Because you put so much detail and attention into the planning process, it is easy to feel like all of the work has already been done. The planning process alone is not the end. You must actually put the plan into action and monitor the employee development process.

What are the amounts of leadership positions being filled by internal candidates? What are the percentages? Do the ends justify the means? If that is not happening, find out where the plan is going wrong and adjust accordingly. Note where you originally started off, check the current status, and measure the outcomes. With this final tip in place, your succession planning will become a rewarding process with ongoing results that work for your company/agency.

Questions? Contact me today!

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Job Descriptions Tip 9

9. Job descriptions should be clear and precise, both in language and description.

Acronyms and abbreviations should be defined. Write job descriptions so someone outside of the company can understand them.

Poor example: “Knowledge of the budget process.”

Good example: “Experience with monitoring and reconciling monthly ledger activity.”

Here’s a glossary of terms that can help make a job description concise:

http://hrweb.mit check out this site.edu/compensation/job-descriptions/glossary-terms

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Randi Frank to Present at IPMA-HR CT Chapter Event on March 20th

Insider Tips: Job Searching and Recruiting
Presented by Randi Frank of Randi Frank Consulting LLC

Need to move your career to the next level? Need to find a great employee? Come learn about the recruitment process from an Executive Search Recruiter. Get tips on resume writing, interviewing and the recruitment process. Randi has read thousands of resumes throughout her career and is an excellent resource to answer your questions about recruiting from the employer’s perspective.

Friday, March 20, 2015
The Baltic Restaurant
237 New Britain Road
Berlin, CT

Check-In (Registration) at 12:00 noon
Buffet Luncheon at 12:30pm
$25 IPMA-CT Chapter Members
$30 for Non-Members

For complete registration information please click here. Registration deadline is Friday, March 13th.

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10 Tips for Succession Planning

What would you do if a senior member, top manager, or chief employee fell ill, resigned, or had to be fired? Are you prepared to fill sudden, unexpected vacancies within your staff?

As you grow your leadership, you need to know the key succession planning tips for effectively handling the changing workplace. Learn how to be prepared for any foreseen or surprise vacancy with these 10 tips for succession planning (check the drop down menu under HR Tips for Employers).

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Middlesex Businesswomen’s Alliance & Micro Business Council

Randi Frank will serve as Moderator for the Middlesex Businesswoman’s Alliance and Micro Business Council January 14, 2015 Meeting entitled “Education for Every Generation – Imagine your future-Rejuvenate your Career”. Ms. Frank will moderate a Panel of Speakers from Middlesex Community College who will speak about: the hot careers of the future, education to strengthen your skills, training and development for your employees, how to find interns for your Business, Career Services, how the Community College can help you grow your business or grow as an individual.

Ms. Frank was selected as moderator because of her experience as an Executive Search Firm, she reads 100’s of resumes a year and knows the value of education and also understands the needs for career development to promote yourself on your resume. As a small business/micro business owner Ms. Frank has used interns and understands their value.

Please see attached Flyer for details of meeting that starts with networking at 5pm and Wine and Hors d’oeuvres. Directions also attached.

Date: Wednesday, January 14, 2015
Time: 5-5:30p, networking; 5:30-6:30p, program
Location, Sponsor: Middlesex Community College, 100 Training Hill Rd, Middletown
The Pavilion in Founders Hall

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New Employee Orientation & Onboarding Tip 8: Always follow up with new employees.

• Stay in touch with new employees. The better the on-boarding process and follow-up, the more likely you will avoid employee turnover.

• Make sure new employees feel comfortable with their new job. Always have open channels for their feedback and be ready to assist them.

• Identify the employee’s strengths and determine what knowledge, skills, abilities and assignments will complement or enhance them.

• Identify areas where the employee needs to grow and improve to achieve job competencies.

• Schedule and hold a six-month performance appraisal meeting.

Questions? Contact me today!

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New Employee Orientation & Onboarding Tip 7: Provide new employees with written objectives and responsibilities for their new position.

• Give new employees a written job description so they understand their responsibilities

• Provide them with performance goals and objectives for their division and their position, or make sure their supervisor covers this

• Determine a training plan (e.g., compliance, supervisory, professional development), and establish a plan and timeline for training

Questions? Contact me today!

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New Employee Orientation & Onboarding Tip 5: Make sure new employees are ready to work on the first day.

• Have the employee’s desk or other work area, and the materials needed to perform the job, set up when he or she comes into work.

• Make sure the employee has a working phone, computer, desk, chair and whatever else he or she may need for the job.

• Set up all computer protocols so the employee can sign on to organization’s Internet, intranet and specific software programs.

• Gather all the proper paperwork a new employee needs to fill out on the first day. (Outside of the usual Human Resources paperwork like department-specific forms—see the next tip about payroll forms.)

Questions? Contact me today!

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New Employee Orientation & Onboarding Tip 4: Give new employees a tour of the office.

• Make sure new employees have a tour of the office. It’s important for them to get a feel for the company’s atmosphere, and be able to find their way around.

• As you’re touring the company, tell new employees about the functions and services provided by the different divisions so they can understand their part in the whole organization.

• During the tour, current employees can meet the new employee and help make the new employee feel welcome and part of the team.

Questions? Contact me today!

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New Employee Orientation & Onboarding Tip 3: Provide new employees with written policies.

• Make the company’s culture, values, mission and strategies clear by providing the new employee with a guidebook/handbook and annual reports that give a nice overview of organization.

• Discuss policies, procedures and other administrative matters, and review safety plans. Include workplace violence policy, sexual harassment prevention policy, workers’ compensation program, affirmative action program, leave policies and the like.

Questions? Contact me today!

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New Employee Orientation & Onboarding Tip 2: Make sure your new employee has a proper orientation.

• Give the new employee basic information about the company (e.g., history and mission, programs and services, working environment, and recreational and community engagement activities).

• Provide new employees with the information needed for them to learn the job. Giving new employees proper training can increase the morale of new workers and reduce turnover.

• It’s okay to use different forms of overview orientation tailored to the different needs of employees, based on their position (administrative vs. engineering, for example). Hold group job-specific orientation sessions if you have more than one person starting in a similar position at the same time.

• Be there when your new employee is introduced to his or her department head (if that did not happen during the interview process). If possible, designate a “buddy” to help him or her get acquainted with the organization.

• Along with making the new employee feel comfortable, make sure that current employees are comfortable with the new worker. Before his or her arrival, inform current employees that there will be a new employee, and tell them what department the newcomer will be in and what his or her job will include.

• Hold a small gathering to introduce new employees or take them out for lunch to make them feel welcome.

Questions? Contact me today!

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New Employee Orientation & Onboarding Tip 1: Prepare for your new employee’s arrival.

• Confirm your new employee’s acceptance of the position.

• Make sure you know what paperwork is required and with whom the new employee will meet to complete it (e.g., Human Resources, payroll coordinator, benefits assistant).

• Stay in regular communication with your new employees via email or phone during the period between the acceptance and the start date; make sure they understand the conditions of employment and anything they need to do before their new job starts.

• Provide critical first-day information (e.g., when to arrive, where to park, where to report, what to wear, what documents to bring to complete, what the schedule will be).

Questions? Contact me today!

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UPS Women in Small Business Spotlight: Randi Frank Consulting, LLC

Randi Frank HR Consultant Randi has more than 30 years of successful experience as a manager and administrator with various local governments in several capacities, including: Human Resources Manager, Assistant Town Manager, Randi has a Master’s degree in Public Administration. She is currently a Certified Woman Owned business in CT – her company started in 2000 serving both public and private sector

Some of the services she provides include:
• Executive Searches
• Conducting recruitment and testing
• Performing classification and salary studies and preparing job descriptions
• Preparing or revising personnel policies

This dynamic combination of experience and education makes Randi Frank an excellent choice to answer your questions about Human Resources and executive search processes.

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Tip 9: Performance evaluation provides information and justification for demotion, termination, or other disciplinary decisions.

Demotion, termination, and other disciplinary decisions are so sensitive that managers need to deal with these issues very carefully. All employment decisions should be based on the results of performance evaluation, which is a strong tool to protect the company from lawsuits. A manager should discuss a performance problem with the employee when it becomes obvious, and develop an action plan for improvement. If the problem persists and the manager decides to discipline the employee, he or she should document everything that could help the organization prove its position in arbitration, including the performance problem, employee feedback from the action plan, and the reason for the discipline. For demotions, terminations, and disciplinary action, one should always remember to dot the i’s and cross t’s. In others words, document, document, document.

Member – Louisville Independent Business Alliance

member of Louisville Independent Business Alliance

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