Use the resources provided below to learn more about the reasons why Succession Planning and Management is mission-critical to your organization’s performance as well as to utilize practical and proven tools to accelerate your organization’s succession planning and management process.

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“Succession Planning: The Sequel”
by Patrick Ibarra

"Flash forward to this year, 2011. Significant budget limitations are the "new normal." Contrary to forecasts, public sector employees continue to retire. With public pension reform gaining traction, the retirement trend will continue since pensioners want to be "grandfathered in" under the current system and not be adversely impacted by any changes to the system. Additionally, young employees remain quite mobile since talented people always have options, regardless of the state of the economy. The departure of seasoned, knowledgeable employees places your organization at a critical juncture: the need for experienced and seasoned professional staff members has never been greater and the trend shows these organizational members as the most likely to be leaving the organization in the very near future. As a result of the "brain drain" underway and constrained budgets, the public sector is facing a number of specific challenges, including..."

“Succession Planning: The Essentials”
by Patrick Ibarra

" You’ve attend the conferences where a presenter spoke about it. You’ve read the articles which focused on the impacts from it. You’ve scanned a number of Web sites to learn more about what your agency can do to address it. You’ve discussed it at staff meetings.The topic at the center of all this is the unprecedented number of retirements currently happening within public sector organizations. Retirement parties used to be an occasional office event; nowadays, they occur almost weekly, or so it seems. I have dubbed this phenomenon the “(baby) boomerang” effect: the impacts resulting from the exodus by baby boomers from government agencies. As these seasoned employees depart and take with them their judgment and problemsolving capabilities, (two areas essential to continued effectiveness for an organization), the question arises about what you can do to replace them and their talent? In two words: succession planning.."

" Today, governmental succession planning requires more than just an organization chart that shows who holds what job within the government organization.  Best practice organizations use succession planning to develop and maintain strong leadership and to ensure that they address all the competencies required for today’s and tomorrow’s work environment."
Public Management by ICMA, January, 2005

"One only has to pick up a magazine or newspaper,glance at a TV,pull up a favorite web site or attend another in a seemingly endlessseries of retirement parties at work,to realize the workforce is agingand as a result,new challenges are presented.We have all heardabout the “baby boomer”generation and the staggering numbers with whichmembers of this group will be hitting the retirement rolls starting now andcontinuing for the next several years."

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