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Succession Planning

Did you know that 34% of the Federal civilian workforce is over 50 years old? When one third of your workforce retires, who will replace these valuable, experienced employees? Downsizing has reduced the number of internal candidates and added to normal attrition rates. This tight labor market poses a daunting challenge for executives, manager and human resources. Succession planning ensures that there are highly qualified people in all positions -- not just today, but tomorrow, next year, and five years from now. With good succession planning, employees are ready for new leadership roles as the need arises. When a key employee leaves, another current employee is ready to step up to the plate. In addition, succession planning can help develop a diverse workforce by enabling decision makers to look at the future make-up of the organization as a whole.

Learn how to create and implement a successful succession planning strategy for your organization:

• Create a compelling case
• Set the overarching strategy
• Draft a communication plan
• Prioritize mission critical positions
• Identify desired behaviors
• Assess your current talent
• Link training to the business need
• Plan long-term implementation