Staff turnover is as inevitable as death and taxes, and for government it looms on the horizon. According to the Office of Personnel Management projections, by the end of 2015 more than 50 percent of the 7,746 senior executives in place at the beginning of 2011 will have left government.
As these executives leave their agencies, they will take with them key institutional knowledge and critical skills, resulting in a brain drain that could have dire consequences for our government and its ability to project the public’s health, safety and security.
So, how can federal managers prepare for this looming brain drain? The answer lies in succession planning – the process of projecting vacancies, evaluating talent to fill those vacancies, and then developing strategies for training staff or recruiting new talent as needed.
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