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!