Succession
Planning & Advancement
General Objective
Certain criteria must be met in order to be considered for the Boykin Succession Plan.
Length of Service
Supervisors and Managers must have completed a minimum of one year service in their
present position.
Department managers must have completed two years of service in their present position
for consideration of advancement to an Executive Committee position.
Executive Committee Managers desirous of a change to another executive committee
position, General Manager or equal capacity should be in their position a minimum of two
years. All candidates should have received at least a II rating or equivalent on their
most recent performance evaluation. Additionally, emphasis is applied to the "17
Behaviors" as they relate to leadership skills.
Candidates must be willing to relocate to anywhere Boykin Management has a property.
Academic Requirements
A bachelor’s degree from a four-year institution or a higher degree is preferred
for all management positions; however, individual experience and prior performance can
preempt this requisite as circumstances warrant.
Succession Plan Worksheet
All managers that desire inclusion into the Boykin Succession Plan
should complete a succession plan worksheet to recap experience, strengths, and to assess
need areas. Upon completion of this worksheet, you should make an appointment with your
manager for review, discussion, and identification of your potential next step.
The worksheet is designed to help you arrange your thoughts in preparation for your
discussion with your manager regarding your inclusion into Boykin
Succession Plan.
The worksheet will serve as a starting point for you to advise your manager of your
strengths and career interests as well as assisting in the development of a specific plan
for your "next step" upon inclusion into the succession plan.
SAMPLE WORKSHEET
YOUR DEVELOPMENT NEEDS
1. What do you see as your development
needs (i.e., those areas in which you feel a requirement for further or continued
development, or areas that would enhance your professionalism)? Candidly assess your
development needs in customer relations, employee relations, operational programs and
systems, financial controls, managerial/supervisory skills and profit making ability. |
2. What additional activities on your
present job would help you further your capabilities, improve your present performance or
better qualify you for the future?
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3. What other types of activities, if
any, do you feel you need to prepare yourself for additional responsibilities? (e.g.,
formal training program, special assignment, etc.)
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YOUR INTERESTS
| 1. What are your short term career goals? |
What are your long term career goals? |
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| 2. Are you willing to relocate? Yes No What are your geographic preferences or restrictions?
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| Additional Comments
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DISCLAIMER: Discussion and review of
your career and suggested alternatives for the Boykin Succession Plan
is not a guarantee of inclusion into the plan. This is the first step: to introduce you to
the plan, review your strengths and need areas and accept your formal application into the
plan if you so desire. You will receive written notification of your acceptance into the
plan within thirty (30) days.
Candidate’s Signature Date
Manager’s Signature Date |
YOUR STRENGTHS
Are you strong in some or all of the following areas? Can you cite some examples?
A. CUSTOMER RELATIONS - Developing and maintaining customer relationships, sales, marketing,
demonstrating innovativeness, demonstrating interpersonal skills, actively seeking guest
feedback on service delivery.
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B. EMPLOYEE RELATIONS - Demonstrating leadership, fostering a climate for creative thinking, effectively
communicating to individuals or groups, recognizing and rewarding staff, coordinating
activities of individuals and groups to gain participation and commitment, demonstrating
interpersonal skills.
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C. OPERATIONAL PROGRAMS AND SYSTEMS - Managing operations, technical skills planning and organizing work, utilizing
all measurement tools to improve results, organizing work activity to achieve effective,
measurable results through prioritizing, setting objectives, making decisions, developing
action plans and evaluating results.
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D. FINANCIAL CONTROLS - Controlling costs, preserving assets, understanding, collecting and analyzing
data within the scope of position for financial matters of the department, relating to the
financial bottom line.
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E. MANAGERIAL/SUPERVISORY SKILLS - Demonstrating leadership, demonstrating interpersonal skills, demonstrating
active listening, verbal and written communication skills, recognizing and rewarding
staff, coaching and counseling for improved performance, developing skills and
competencies of staff, conducting effective performance appraisals, managing time,
motivating others, planning, organizing, delegating.
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F. PROFIT MAKING ABILITY - Building revenues, controlling costs, developing and maintaining customer
relationships, demonstrating innovativeness, seeking and implementing promotional
opportunities.
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Boykin is
an Equal Opportunity Employer committed to a diverse workforce.
Boykin Hospitality and its divisions do not discriminate in hiring
or employment on the basis of race, color, religion, national
origin, sex, age, disability, veteran status, sexual preference or
any other protected status as determined by local, state or
federal law.
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