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Summer 2016
• RECRE8-NC 13
W
hat would happen if
a key member of your
management team departed
unexpectedly with little
or no advanced warning? Is your agency
properly positioned to replace the individual
within days without skipping a beat? Many
government agencies are ill prepared to
encounter this problem and often take months
to fill the position.
More often than not, agencies are
discouraged from recruiting replacements
until after the current employee is officially
off the payroll. In the private sector this is
considered serious business interruption.
Although you may work diligently to train
key staff on the intricacies of the departing
staff member’s responsibilities this does
not guarantee an easy
transition. It also may place the
new hire in the awkward position of having
to “catch up”. Having someone in place to
work with the departing employee for two to
four weeks is ideal if circumstances allow.
Obviously a clearly defined succession plan
makes this scenario more likely.
Succession Planning is a process largely
used in the private for profit sector which
identifies qualified employees within the
organization and implements a professional
development program as a means to
create a talent pool to fill positions as they
become available.
Imagine if a CEO or Managing Partner
of a large successful corporation were to quit,
retire, become ill or even die unexpectedly.
Boards of
Directors and Senior
Management Teams must
have a succession plan in place in order to
avoid disruption of business, production
issues and revenue decreases. Government
agencies may face the same dilemma and
need to emulate private industry. Many of us
have witnessed or experienced sudden key
employee departure resulting in extended
disorganization and turmoil.
Succession planning is also a positive
morale booster and retention tool. As qualified
employees are groomed for future positions,
they recognize these opportunities for career
development and are more likely to engage in
positive behaviors leading to advancement.
In the long run recruitment, hiring and
training expenses may decrease while overall
productivity and quality improve. Some recent
reports suggest the cost of recruiting, hiring and
training a new employee can exceed $4,000.00.
Enlist the assistance of your Human
Resources Department and senior
management in creating a succession plan. It
is a valuable recruiting tool which may attract
a more motivated group of applicants. When
properly organized and implemented a strong
succession plan is a valuable investment in
the growth and expansion of your agency,
ensuring a smooth transition when key
position vacancies occur.
When interviewing potential candidates to
fill vacant positions, consider their long-term
potential and where they may fit in down the
road. Ask where they see themselves in five
years, what their long term goals are. Don’t
simply fill a position; create a talent pool.
Succession Planning:
Protecting Agencies for the Future
By Michael Magnes, NCRPA Marketing Committee Chair, Retired