The document discusses succession planning and outlines steps organizations can take to develop effective succession plans. It notes that many federal employees will soon retire, creating risks if succession plans are not in place. The document outlines a 12-step succession planning process and provides examples of how the U.S. Office of Personnel Management can help agencies with workforce analysis, competency assessments, training programs, and other succession planning services. It emphasizes the importance of senior leadership support and effective communication for succession planning.

1. SUCCESSION PLANNING Presented by: Cheryl Zimmerman, SPHR U.S. Office of Personnel Management Denver Service Center

3. The Aging of the Workforce (September 30, 1998) Age 30 or Less 112,229 (7%) Age 31-40 402,304 (25%) Age 41-44 229,680 (14%) Age 45-49 330,958 (20%) Age 50-54 300,820 (18%) Age 55-59 159,588 (10%) Age 60 or Over 93,189 (6%) Source: U.S. OPM's Central Personnel Data File

7. RETENTION MANAGERS A new management emerges!!

10. Investment in Human Capital “ Leading organizations understand that effectively managing employees, or human capital, is essential to achieving results. Only when the right people are on board and provided the training , tools , structures , incentives , and accountability to work effectively is organizational success possible.” Quote from GAO report: “Addressing High Risk and Improving Performance and Accountability”

22. Choosing to be PROACTIVE vs. REACTIVE