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5 Strategies for Expanding Succession Planning in the Public Sector

Talent Management

5 Strategies for Expanding Succession Planning in the Public Sector

December 06, 2016 Olivier Pestel

You never know when someone might suddenly leave your public agency. To avoid disruptions, you need a strong program of succession planning. That way, someone can instantly slide into a departed employee's place.

Indeed, replacing one team member with another team member ― as opposed to hiring an outsider ― is usually an efficient move. Internal candidates don't require onboarding.

Succession plans are especially important for the public sectors in Australia and New Zealand. According to TheAustralian.com, the public sector is growing robustly in Australia, and its salaries are rising faster than their private counterparts. After researching on Jobs.Govt.nz we have also seen that in New Zealand, the number of new government jobs in 2016 has outpaced the number of new positions in other industries.

Succession planning doesn't happen overnight. Rather, you should always encourage your employees to develop new competencies so that they'll be ready to assume new positions as necessary.

The following tips should boost your succession plans.

1. For Outstanding Internal Recruitment, Everyone Must Keep Acquiring Skills

Don't solely focus on replacing top leaders. You could lose anyone in your hierarchy at any time. Thus, provide every employee with routine training sessions. This internal recruitment technique will help you fill slots as soon as they open.

2. Include Casual Learning in Your Employee Development Plan

When you're drafting an employee development plan, realise that workplace training can take place in simple ways. For instance:

  • At lunch, experienced employees could counsel newer staff members.
  • Employees could shadow their supervisors for an hour at a time to see what those positions entail.
  • When someone finds a more efficient way of completing a certain task, he or she should feel free to email everyone to explain that new approach.

3. Sharpen Your Recruitment Efforts

When you advertise positions or go to career fairs, emphasise that your organisation values employee advancement.

Further, develop strategies for reaching the millennial generation. Visit universities, and collaborate with career counselors there. Publicise your agency vigorously through social media as well. Younger workers often aren't aware of the benefits of public sector jobs. If you let millennials know about your agency, many will start submitting their resumes to you.

4. Preserve Institutional Memory

When employees retire, they frequently leave with decades of experience. Why should you lose all of their knowledge? Instead, try to save some of it. How?

  • Record interviews with them, and show highlights of those discussions to new employees.
  • Ask retirees to write down insights and pieces of advice, and send those documents to your entire staff.
  • Keep all of this info in a digital library for future reference.

5. Use Succession Management Software

Succession software makes it easy to keep track of your staff members' competencies. You can instantly see where skill gaps exist, and you can connect people to learning tools that will fill those deficiencies. Such a program will also let you monitor job performances; therefore, you can identify high achievers and future leaders.

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