Shows & Panels
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- The 2014 Big Picture on Cyber Security
- AFCEA Answers
- American Readiness: Renewable Power and Efficiency Technologies
- Ask the CIO
- Building the Hybrid Cloud
- Connected Government: How to Build and Procure Network Services for the Future
- Continuing Diagnostics and Mitigation: Discussion of Progress and Next Steps
- Federal Executive Forum
- Federal News Radio's National Cyber Security Awareness Month Special Panel Discussion
- Federal Tech Talk
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- The Future of IT: How CIOs Can Enable the Service-Oriented Enterprise
- Government Perspectives on Mobility and the Cloud
- The Intersection: Where Technology Meets Transformation
- Maximizing ROI Through Data Center Consolidation
- Mitigating Insider Threats in Virtual & Cloud Environments
- Modern Mission Critical Series
- The New Generation of Database
- Reimagining the Next Generation of Government
- Targeting Advanced Threats: Proven Methods from Detection through Remediation
- Transformative Technology: Desktop Virtualization in Government
- The Truth About IT Opex and Software Defined Networking
- Air Traffic Management Transformation Report
- Cloud First Report
- General Dynamics IT Enterprise Center
- Gov Cloud Minute
- Government in Technology Series
- Homeland Security Cybersecurity Market Report
- National Cybersecurity Awareness Month
- Technology Insights
- The Cyber Security Report
- The Next Generation Cyber Security Experts
Shows & Panels
Monday - Friday, 4-7 p.m.
In Depth with Francis Rose features daily interviews with top government executives and contractors. Listen live from 4 to 7 p.m. or download his archived interviews below.
Succession planning critical now for gov't
Monday - 6/6/2011, 9:00pm EDT
By Vyomika Jairam
Federal News Radio
The federal government has been bracing for some time now for the "brain drain" that is expected in the next few years when a large segment of federal workers retire. Estimates from the Office of Personnel Management in a new Partnership for Public Service report run as high as 50 percent of current federal executives retiring by the end of 2015. Just what the impact will be, nobody knows.
In the meantime, federal agencies will serve themselves well to prepare as best as they can, namely by developing succession plans. That's the focus of a new report by the Partnership and Booz Allen Hamilton.
Succession planning is different from succession managment, a distinction the report establishes at the beginning. Succession planning is the process by which an organization:
- Identifies its most critical positions
- Projects its attrition
- Assess the sufficiency candidate pool
- outlines training, development and recruiting strategies to close gaps between demand and supply
The reports looks at the federal HR community as an example of what the federal government as a whole might face. According to the findings, "HR offices spend much more time helping develop succession plans for their agencies than they do for their own offices."
Within the federal HR community, the report found four specific roadblocks to succession planning:
- Lack of time
- Inadequate funding
- Limited ability to assess and select candidates
- Difficulty with workforce forecasting
So what can federal agencies do to prepare? Among the reports recommendations is thinking ahead when replacing retiring workers; managers should plan ahead and consider what skills the position may require in the future, not just focus on replacing the skill set that was lost.
In addition, managers should constantly evaluate positions, both in leadership and technical roles, that are mission critical and consider their vacancy risks.