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Sustainability, Succession and Transition  \nSeptember, 2012  \nThis document is intended for use of Community Action Agencies and other CSBG Eligible Entities within the Community Services Block Grant (CSBG) Network.  \nCommunity Action Partnership  \nThe Community Action Partnership is the nonprofit, national membership organization representing the interests of the 1,000+ Community Action Agencies (CAAs) across the country that annually help 17 million low-income Americans achieve economic security. Whether it’s a Head Start program, weatherization, job training, housing, food bank, energy assistance, financial education, or any of the other 40-plus distinct programs, CAAs work to make America a better place to live.  \nTransitionGuides  \nTransitionGuides values every organization’s essential need for talented leaders, positioned to enable thenonprofit to survive and succeed. Their consulting firm finds, supports, and guides nonprofit leaders to build and sustain effective, vital organizations. Their consultants, all former nonprofit leaders themselves, specialize in working with senior level executives. Since 1995, the TransitionGuides team has led over 400 nonprofit leadership search, transition, and succession planning projects for organizations across the country. TransitionGuides, with extensive nonprofit experience and knowledge, offers guidance and processes that deliver proven results.  \nFor more information on TransitionGuides, contact their office: 1751 Elton Road, Suite 204, Silver Spring, MD 20903,(301) 439-6635, [or www.transitionguides.com](or www.transitionguides.com).  \nThis series was created in partnership between the Leadership Development Center of Excellence and the National Risk Mitigation and Quality Improvement T/TA Center.  \nThis publication was created by the National Association of Community Action Agencies – Community Action Partnership, in the performance of the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Community Services Grant Number 90EQ0231. Any opinion, findings, and conclusions, or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the U.S. Department of Health and Human Services, Administration for Children and Families.  \nThis publication was created by the National Association of Community Action Agencies – Community Action Partnership, in the performance of the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Community Services Grant Number 90ET0428. Any opinion, findings, and conclusions, or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the U.S. Department of Health and Human Services, Administration for Children and Families.  \nTable of Contents  \nBackground about the series...........................................................................................................................................2  \nWhy plan for succession? ................................................................................................................................................3  \nThree approaches to succession planning ..................................................................................................................4  \nLeader Development Planning ....................................................................................................................................4  \nDeparture-Defined Succession Planning .....................................................................................................................4  \nSuccession Essentials ...........................................................................","cbCaisG43GOpi45E","https://ap.wps.com/l/cbCaisG43GOpi45E","pdf",980786,35,"English","# Background about the series\n# Why plan for succession?\n# Three approaches to succession planning\n## Leader Development Planning\n## Departure-Defined Succession Planning\n# Succession Essentials\n## Figure 1-Process overview for implementing succession essentials\n# Putting “succession essentials” in place in your agency\n## Organize a small task force\n## Orient the task force, organize the project and make assignments\n## Gather and update the supporting documents\n## Make sure the job description(s) are up-to-date\n## Develop the Emergency Backup Plan(s)\n## Develop the Succession Policy\n## Review and reflect with your committee/task force\n## Review and reflect with the board\n## Finalize, implement and put on the calendar for review\n# Appendices","[{\"question\":\"Why should a Community Action Agency plan for succession?\",\"answer\":\"The guide addresses the rationale for succession planning and its importance for sustaining leadership and organizational continuity over time.\"},{\"question\":\"What are the three approaches to succession planning described in Part 2?\",\"answer\":\"It presents three approaches, including Leader Development Planning and Departure-Defined Succession Planning, then expands on Succession Essentials as an implementation framework.\"},{\"question\":\"How can an agency put “succession essentials” into practice?\",\"answer\":\"The guide recommends forming a small task force, orienting the team, gathering and updating supporting documents and job descriptions, developing emergency backup plans, and creating a succession policy, followed by structured review with committees and the board.\"}]","Preparing for Your Community Action Agency’s Future - Part 2 - Executive Succession Planning Guide | PDF",1790094124]