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Succession Planning:Succession Planning:The Myths and RealitiesThe Myths and Realities
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PresentersPresenters Patrick Ibarra, The Mejorando Patrick Ibarra, The Mejorando
GroupGroup Patrick Banger, Town Manager, Patrick Banger, Town Manager,
Town of GilbertTown of Gilbert Edith Baltierrez, Administrative Edith Baltierrez, Administrative
Assistant II, City of Phoenix Assistant II, City of Phoenix Public Works DepartmentPublic Works Department
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Why Now?Why Now? Baby Boomerang EffectBaby Boomerang Effect ““Many Workers in Public Sector Many Workers in Public Sector
Retiring Sooner” – New York Retiring Sooner” – New York Times, 12/5/11Times, 12/5/11
More job openings are expected More job openings are expected to result from replacement needs to result from replacement needs than from job growth.than from job growth.
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What is What is Succession Planning?Succession Planning?…ensures the continued effective performance of
your organization by establishing a program to develop and replace key
staff over time.”
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Myths and Realities Myths and Realities
Pre-Selection – Merit basedPre-Selection – Merit basedRe-hire – Walk OutRe-hire – Walk OutSize – ScaleSize – ScaleSoftware – Systematic Software – Systematic
ApproachApproach
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Myths and Realities Myths and Realities
Cream Rise to the Top – Cream Rise to the Top – Opportunity/InitiativeOpportunity/Initiative
Training – So Much More!Training – So Much More!HR Directive – HorsepowerHR Directive – HorsepowerPoach - CustomizedPoach - Customized
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Case StudiesCase Studies
City of O’Fallon, MissouriCity of O’Fallon, MissouriOutcomes & lessons learnedOutcomes & lessons learned
Town of Gilbert, ArizonaTown of Gilbert, ArizonaCurrent situation, assessment Current situation, assessment
and action planand action plan
Town of GilbertTown of Gilbert
Current Turnover RatesCurrent Turnover Rates
Type of TurnoverType of Turnover
Town of GilbertTown of Gilbert
Projected Retirement Eligibility FY 11-12 FY 12-13 FY 13-14 FY 14-15 FY 15-16FT EE's as of
10/24/11
Clerk/Council 3 0 1 0 0 9
Community Services 4 1 1 3 2 53
Court 1 1 1 0 0 29
Development Services 10 3 3 4 2 72
Finance 0 0 1 2 2 34
Fire 1 17 2 6 7 196
Manager's Office 0 0 0 0 0 16
Police 20 12 7 14 8 325
Prosecutor 2 1 1 0 1 18
Public Works 16 1 6 4 7 246
Support Services 3 4 2 4 3 74
Total 60 40 25 37 32 1072*If all elg retired, additional turnover rate 5.6% 3.7% 2.3% 3.5% 3.0% 3.5%
Forecast Attrition Rate by DepartmentForecast Attrition Rate by Department
Will We Be Ready?Will We Be Ready?
Town of GilbertTown of Gilbert
*FY 11/12 includes employees who are eligible to retire in the current fiscal year
Forecast Attrition Rate by DepartmentForecast Attrition Rate by Department
Town of GilbertTown of Gilbert
Talent Management
Strategy
Talent Management Strategy – An OverviewTalent Management Strategy – An Overview
Town of GilbertTown of Gilbert
References: Bersin & Associates Research and Deloitte Research
Talent Management – Stages of DevelopmentTalent Management – Stages of Development
Town of GilbertTown of Gilbert
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Myths and Realities: Myths and Realities: Employee PerspectiveEmployee Perspective
Former Palo Alto City Manager Presentation Next 5 years, good
number of key employees retiring…
Best time for people to come into Public Service profession!
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Myths and Realities: Myths and Realities: Employee PerspectiveEmployee Perspective
Economy crashes Budget cuts Reduction in force Limited hiring
opportunities Competing with
highly qualified applicants
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Succession Planning for Succession Planning for YouYou
Be Patient and Persevere
Strategize Career Path
Take Personal Initiative
Position Yourself
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Next Steps…Next Steps… Do NOT wait
Make a name for yourself
Own your career
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Succession PlanningSuccession PlanningIt’s Working Here!It’s Working Here!
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