Learning Objective #1: identify the key elements of succession planning and their influence on Chief Nursing Officers' role competencies and performance.

Learning Objective #2: discuss the current succession planning practices in acute care hospitals,its adequacy or lack thereof in preparing for the next generation of nursing leaders

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There is limited knowledge on succession planning for chief nursing officers. As the demographic changes continue to evolve with a mass exodus of the baby boomer generation due to retirement, career changes and health reasons, it is vital to find their replacements preferably from within their organizations to maintain the quality of care and mitigate the disruption that may occur due to planned or unplanned transitions.The demands of the position have increased in terms of regulatory, financial and budgetary constraints and the stress on quality and patient satisfaction leading to an increase in job turnover. Succession planning in the nursing leadership arena is lacking. The presence or lack of succession planning and leadership preparation influences the role assumption and competencies of chief nursing officers and the systematic transition during an organizational change event. The lack of succession planning will ultimately affect the performance and turnover of the chief nursing officers in acute care facilities within the healthcare system.

The study will determine the prevalence of formal and informal succession planning program in selected acute care hospitals and strategies in relation to the enhancement of the chief nursing officers' capabilities and competencies to meet the demands of their roles and responsibilities. The study will explore perceptions of the effectiveness of succession planning strategies that may assist in the preparation of the nursing leadership capital.

The researcher will use a non-experimental quantitative correlation study to measure succession planning practices and how they affect chief nursing officer's leadership and role competencies. Data will be collected through a CNO succession survey adapted from the Garman and Tyler's CEO Succession Survey to chief nursing officers in selected acute care facilities in Southern California.