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OCR for page 102
Chapter 14: Succession Planning Succession planning is the strategic process of identifying and preparing high-potential employees through mentoring, training, and job rotation opportunities to replace staff, upon exiting the agency, in key management positions. In this chapter, we present challenges, strategies, and workforce practices related to "Succession Planning." Exhibit 14-1 provides a snapshot of the chapter. Exhibit 14-1 Snapshot of Chapter 14 Chapter Road Map Concept and Definition Workforce Challenges..................103 Lack of Workforce Planning Lack of Career Path/Succession Planning Industry Strategies.....................103 Implement a Succession Planning Program Establish Diversity Goals Workforce Practices...................104 Minnesota DOT Succession Planning for Sound succession plans help to ensure stability and Supervisors and Leadership organizational success. The process can range from simple career paths to a formal selection process Pennsylvania DOT Succession Planning for At-Risk Positions where candidate pools are groomed for certain positions. Definition of Succession Planning: Involves identifying and preparing high potential employees through mentoring, training, and job rotation opportunities to replace staff, upon exiting the agency, in key management positions. Workforce Pipeline Target Area Target Career Stages Comm. 4 year Graduate Entry-Level Mid-Career Senior K-12 Retirees Colleges Colleges Schools Staff Staff Leaders TRANSPORTATION WORKFORCE PIPELINE Succession Planning Chapter 14 Target Area 102