Principal Woolf is dedicated to developing talent among Queen’s employees. In 2013, he initiated a talent management strategy, which provides a strategic approach to ensuring that Queen’s has the right leaders in place as it moves into the future.
“As Queen’s seeks to advance its academic mission and secure its financial sustainability, its success will depend in large part upon the leadership that faculty, staff and administrators bring to the challenges and opportunities we face.”
- Principal Daniel Woolf
The university’s talent management framework, which aligns with the Strategic Framework, will cover the recruitment, retention, recognition, development, wellness and succession planning for academic and non-academic employees. It will enable Queen’s to:
- Attract, develop, and retain skilled faculty and staff
- Strengthen our talent pool
- Create cohesive university-wide approach to:
- leadership talent identification
- Focus our attention on developing and promoting an internal talent pool
- Minimize institutional risk
- And ensure we have planned successors for leadership positions
The Talent Management Framework Map
|Phase One||Phase Two|
The talent management framework, for both academic and non-academic employees, will build on the strengths of Queen’s existing development and recognition programs, and will include the implementation of new programs, processes that support the achievement of the university’s goals and objectives.