Infographic: Succession Planning in State and Local Governments
Succession planning continues to be a top workforce issue identified by state and local human resource officials; however, many organizations have not yet developed formal succession plans.
- Publication date:
- October 2016
- Filed under:
- Fact Sheets
- Key findings:
- Thirty-three (33%) percent of respondents reported that they expect to develop a formal succession planning process within the next five years, while twenty-seven (27%) are currently developing a formal process, and eleven (11%) already have a formal process in place. Sixteen (16%) do not expect to develop a process in the next five years.Respondents reported a number of barriers to having/developing formal succession plans:
- Thirty-seven (37%) percent say succession planning is not a leadership priority;
- Nineteen (19%) percent report a lack of internal expertise;
- Twelve (12%) percent report a lack of financial resources; and
- Five (5%) express a general view that the organization does not need a formal plan.
- Download publication:
To understand more about the current usage of formal succession planning by state and local governments for workforce management, the Center for State and Local Government Excellence (www.slge.org) surveyed members of the International Public Management Association for Human Resources (www.ipma-hr.org). Two hundred ninety-five IPMA-HR members took part in the survey, which was conducted in September 2016.