PRESENTATION OUTLINE

•DOCUMENT KNOWLEDGE BASE

•HORIZONTAL VS VERTICAL KNOWLEDGE

•BENCH DEPTH

•RECOGNIZE VULNERABILITIES

•FINAL THOUGHTS

2

Why:

• Public Services

• Complex Systems to Sustain

3

SUCCESSION PLANNING =

SUSTAINABLE STAFFING

DOCUMENT KNOWLEDGE BASE

•Asset Registry

•Operation Procedures

4

5

6

7

HORIZONTAL VS. VERTICAL KNOWLEDGE

MANY VS. FEW OR ONLY ONE

•Tools

•Use Technology

•Empower Staff

8

BENCH DEPTH

•UNIQUE POSITIONS VS. BLENDED ROLES

•One deep positions = vulnerabilities

•Don’t result in staff development

•LEADERSHIP DEVELOPMENT

•EXPECT TO TRAIN

9

RECOGNIZE VULNERABILITIES

•LABOR MARKET CONSIDERATIONS

•Wages and Benefit Competitiveness

•Geography

•Organizational Culture and Identity

•RETIREMENT WINDOWS

10

11

0.0

5.0

10.0

15.0

20.0

25.0

30.0

35.0

40.0

15 20 25 30 35 40 45 50 55 60 65 70

Ye

ars

in

Se

rvic

e

Employee Age

Years in Service by Employee Age

HR Manager

Water Superintendent

Sewer Superintendent

Operations Manager

General Manager

Finance Manager

Field Services Supervisor

Engineering ManagerPlanning EngineerIS Manager

Electrical/FacilitiesSuperintendent

MANAGEMENT & MID MANAGEMENT

12

FINAL THOUGHTS

•NO ONE SIZE FITS ALL

•USE TECHNOLOGY

•DOCUMENT BUSINESS PRACTICES

•HORIZONTAL KNOWLEDGE & BENCH DEPTH

•STAY COMPETITIVE

•WATCH YOUR BLIND SPOTS

13

DISCUSSION

14