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PRESENTATION OUTLINE
•DOCUMENT KNOWLEDGE BASE
•HORIZONTAL VS VERTICAL KNOWLEDGE
•BENCH DEPTH
•RECOGNIZE VULNERABILITIES
•FINAL THOUGHTS
2
Why:
• Public Services
• Complex Systems to Sustain
3
SUCCESSION PLANNING =
SUSTAINABLE STAFFING
DOCUMENT KNOWLEDGE BASE
•Asset Registry
•Operation Procedures
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5
6
7
HORIZONTAL VS. VERTICAL KNOWLEDGE
MANY VS. FEW OR ONLY ONE
•Tools
•Use Technology
•Empower Staff
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BENCH DEPTH
•UNIQUE POSITIONS VS. BLENDED ROLES
•One deep positions = vulnerabilities
•Don’t result in staff development
•LEADERSHIP DEVELOPMENT
•EXPECT TO TRAIN
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RECOGNIZE VULNERABILITIES
•LABOR MARKET CONSIDERATIONS
•Wages and Benefit Competitiveness
•Geography
•Organizational Culture and Identity
•RETIREMENT WINDOWS
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11
0.0
5.0
10.0
15.0
20.0
25.0
30.0
35.0
40.0
15 20 25 30 35 40 45 50 55 60 65 70
Ye
ars
in
Se
rvic
e
Employee Age
Years in Service by Employee Age
HR Manager
Water Superintendent
Sewer Superintendent
Operations Manager
General Manager
Finance Manager
Field Services Supervisor
Engineering ManagerPlanning EngineerIS Manager
Electrical/FacilitiesSuperintendent
MANAGEMENT & MID MANAGEMENT
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FINAL THOUGHTS
•NO ONE SIZE FITS ALL
•USE TECHNOLOGY
•DOCUMENT BUSINESS PRACTICES
•HORIZONTAL KNOWLEDGE & BENCH DEPTH
•STAY COMPETITIVE
•WATCH YOUR BLIND SPOTS
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DISCUSSION
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