Skip to content Skip to navigation

Succession Planning a Top Concern for State and Local Governments

Tags:  (2016 Oct 25th - 2:54pm)

Succession planning continues to be a top workforce issue identified by state and local human resource officials; however, many organizations have not yet developed formal succession plans.

To understand more about the current usage of formal succession planning by state and local governments for workforce management, the Center for State and Local Government Excellence ( surveyed members of the International Public Management Association for Human Resources ( Two hundred ninety-five IPMA-HR members took part in the survey, which was conducted in September 2016. 

Thirty-three (33%) percent of respondents reported that they expect to develop a formal succession planning process within the next five years, while twenty-seven (27%) are currently developing a formal process, and eleven (11%) already have a formal process in place. Sixteen (16%) do not expect to develop a process in the next five years.

Respondents reported a number of barriers to having/developing formal succession plans:

  • Thirty-seven (37%) percent say succession planning is not a leadership priority;
  • Nineteen (19%) percent report a lack of internal expertise;
  • Twelve (12%) percent report a lack of financial resources; and
  • Five (5%) express a general view that the organization does not need a formal plan.

View an infographic highlighting the top findings from the survey below.