The Leadership Planning Boards identify key positions within the appropriate organization that exert critical influence on organizational activities, operationally and strategically. The Leadership Planning Boards establish criteria for each key position considering the position description, organizational goals, strategic challenges that key positions face, and the requisite skills required for success. Identify Potential Candidates Key managers nominate employees who are to be considered succession planning candidates for key leadership positions to the Leadership Planning Boards. The nomination process should promote a diverse slate of candidates where feasible including an adequate representation of qualified women, minority, and targeted disabled employees in the succession candidate pools. Mentors are chosen from those managers who have demonstrated TVA's values, goals, STAR 7 winning behaviors, and have sufficient knowledge and experience in the key position or occupation group to enable them to oversee candidates' development.
Mentors are responsible for offering support and guidance to the succession planning candidate.
They enable the candidate to acquire new knowledge, skills, and standards of professional competence. The mentor will communicate the candidate's progress to the Leadership Planning Board. The Leadership Planning Boards will meet quarterly or as needed to ensure that candidates are progressing in accordance with their developmental plans.