To ensure that they will have a skilled workforce for the future, state and local governments need a holistic approach to recruitment and retention, including the use of succession planning. And just as the state and local government workforce is evolving, so, too, are succession planning strategies.
To gain a better understanding of how public organizations are approaching succession planning and talent development, SLGE selected two local governments and one state government for case studies: Sunnyvale, California; Hennepin County, Minnesota; and the State of Tennessee. Key takeaways from these case studies include:
- The role of leadership is essential in driving change and building trust, especially when budgets are tight;
- By investing in people, the organization sends a clear message that people are valued; and
- Sustained commitment is the key to building a talent pipeline.