Ie Senior Succession Manag..,_.__ tives

~ Hold Agency Heads Accountable for Leadershin Conti"nui ~ Develop Succession Plans for Key Leadership Positions (KLPs) -7 3-Year Succession Planning Horizon...All KLPs -7 Focus on KLPs at "Succession Ris'''''' -7 Insufficient Candidates -7 Potential Successors Who Lack Critical Skills, Experience -7 Lack of Diverse Candidate Pool/Under-representation ~ Pilot EXCOM-Level Process to: -7 Facilitate Joint Development Needs of Potential KLP Successors -7 Without Infringing on Agency Equities/Authorities -7 No Centrally-Imposed Reassignments, Forced Selections ~ Dialogue...Not Direction

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Ie Succession Management Initiative: S

-7 A2encies Identify and Profile Their KLPs ~ Top 5-10 Senior Leadership Positions ~ Direct Reports to Agency Head ~ Major ProgramlMission Areas Firs ~ Identified/Validated by Each Agency ~ Exclude lVlilitary Reserved Positions ~ Using Common Requirements Framework ~ Relevant Joint Assignments ~ Domain Knowledge (Functional/Technical) ~ Key Leadership Experiences (e.g., Start-Up, Turnaround) ~ Other Leadership Attributes Required for Success in KLP ~ Three Year Planning Horizo

C Succession Management Initiative: Step 2

~Agencies Identify, Assess Potential Successor-Candiaa.tes -7 Incumbents in ·'Feeder" Positions, Other Potential Successors -7 Relevant Joint Assignments, Other Key Le,adership Experiences -7 Leadership Strengths, Developmental Needs (3600 Feedback) -7 Domain Knowledge...Functional/Technical -7 Diversitv/Under-representation -7 Assessment Method Determined by Agency -7 Confidential Independent Assessment and/or... -7 Candidate Self-Assessment Validated by "Reviewer'" -7 Due Diligence.••to Deepen and Diversify Successor Poo -7 Consider Potential Successors in Other Agencies -7 Explore Alternative External Sources" where applicable

Ie Succession ManageDlent Initiative: Sten 3

-7 Al!encies Identify "At Risk" KLPs
-7 Immediate (6-12 Month) Vacancy Risk
-7 Insufficient Candidates "Ready Now/Ready in 1-3 Years"
-7 Potential 8uccessorsWho Lack

-7 Relevant Joint Experience, Domain Knowledge -7 Key Leadership Exp,eriences, Other Essential Attributes/Strengths -7 Dive.·sity/Under-renresentation

~ Agencies Develop Overall Succession Plan ~ Prepare Specifi,e Mitigation Plans for "At Risk" KLPs -7 Individual/Group Mentoriug, Executive Coaching -7 Developmental Experiences (Assignments, Classroom, etc.) -7 Bring "Joint" Development Needs/Opportunities to DIEXCOM Review -7 Candidates Who Require Additional Interagency Experience -7 Positions Offering Relevant Joint Experience to Candidates frOID Other Agencies -7 Identify External Executive Search Opportunities

Ie Succession Mana!!eDlent Initiative: Step 4

-7 DNI Conducts D xco -LevelKL s 'cess• Review -7 Agency Heads Separately Brief DNI on Succession Process, Results -7 Agencies Share Overall Succession Risk Assessments

~ Focus on "At Risk" KLPs'l Mitigation Strategies ~ Identify Potential Successors Who May Require Joint Assignme ~ uffer Intera!!ency Development Opportunities/Positions ~ MatcbPotential Success,ors with Interagency Opportunities/Positions ~ Discuss External Search Strategies, Sources..•Especially for Diversity

-7 Agencies Provide Confidential Feedback to Succession Candidates ~ Results ofAgency, Ie Succession Reviews ~ Possible Interagency Assignments, Other Developmental Activities ~ Note: No Guarantee...ofEither Promotion or Relegation

C Succession, Mana!!ement Initiative: Sten 5

~ Agencies ImDlement Results ofIe Succession Review ~ Facilitate, Sponsor Joint Assignments ~ Provide Sponsors, Mentors, Executive Coaches for Candidates ~ Ensure Regular Feedback To/From Candidates ~ Manage Reintegration

~ODNI and Agencies Evaluate Process, Progress ~ Objectives, Risk Mitigation, Successful Successions ~ Report Results/Re'commendations to D/EXCOM ~ Repeat Process in 12 Months, as Necessary

ODNI/Agency Collaboration to Ensure Success