1. VIRGINIA DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

2. Succession Development Talent Pool Identification and Development Crisis Management Replacement Planning Identify “back-ups” At the “top” Immediate need Fill the gap Build bench strength Meet future needs Process of identifying and developing employees with potential for filling future needs.

3. More Frequent Job Changes Changed jobs 11.3 times between ages 18 and 46 (born 1957-1964) Retirements 10,000 Baby Boomers reach eligibility each day for next 19 years Critical Skills Difficulty finding and retaining expertise Sustainability Innovation and Speed critical to organizational success June 2012 11.3% of Executive Branch classified workforce eligible to retire June 2017 Predict 25.3% of Executive Branch classified workforce eligible to retire

4. Critical Retention RisksDifficulty Responding to Loss of TalentTime to Fill Open Positions “Too Long” Complaints of Unfair DecisionsLack of Diversity Common Organizational Symptoms Indicating a Need for Succession Development Include:

5. Lack of Leadership Ownership Too Much “Planning” without “Execution” Lack of Defined Goals and Outcomes Overly Complex Competency Profiles Failure to Sustain Initial Momentum False Belief That Efforts Require Significant $ and Resources

6. Leadership Ownership and Support Process Facilitator (usually HR) Identify Target Role(s) Determine Competencies & Profile Assessment Multi-Layer Development Determine Outcome Goals and Measures Measure Outcomes

7. Ten Key Steps to Effective Succession Planning, William J. Rothwell, PhD, SPHR, http://www.halogensoftware.com/files/PDF/whitepapers/Ten_KeySteps_in_SuccessionPlanning.pdf http://www.halogensoftware.com/files/PDF/whitepapers/Ten_KeySteps_in_SuccessionPlanning.pdf 4 Tips for Efficient Succession Planning, Harvard Business Review, Marshall Goldsmith, http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html Your Succession Plan Is a Bust, Gallup, http://businessjournal.gallup.com/content/154856/succession-plan- bust.aspx?version=printhttp://businessjournal.gallup.com/content/154856/succession-plan- bust.aspx?version=print 8 Mistakes Made In Succession Planning…and How to Fix Them, Bob Edwards, Linkage, http://www.linkageinc.com/thinking/linkageleader/Documents/Bob_Edwards_8_Mistakes_Made_In_Succession_Planning_ and_How_to_Fix_Them_0408.pdf http://www.linkageinc.com/thinking/linkageleader/Documents/Bob_Edwards_8_Mistakes_Made_In_Succession_Planning_ and_How_to_Fix_Them_0408.pdf How Flexible Is Your Succession Plan?, Karl Ederle, Diversity Executive, http://diversity-executive.com/articles/view/how- flexible-is-your-succession-plan/print:1http://diversity-executive.com/articles/view/how- flexible-is-your-succession-plan/print:1 Succession Planning, Wikipedia, http://en.wikipedia.org/wiki/Succession_planninghttp://en.wikipedia.org/wiki/Succession_planning Bureau of Labor Statistics, Number of jobs held and job duration for baby boomers, 1978–2010, http://www.bls.gov/opub/ted/2012/ted_20120731.htm http://www.bls.gov/opub/ted/2012/ted_20120731.htm Concerns Grow Over Workforce Retirements and Skills Gaps, Theresa Minton-Eversole, Society for Human Resource Management, http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/WorkforceRetirementandSkillGaps.aspx http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/WorkforceRetirementandSkillGaps.aspx DHRM Retirement Eligibility Data