Succession Planning

Governments are Dependents on Effective Leadership to Meet Objectives, Deliver Services, and Ensure Accountability.

With lessons learned through strategic planning, organizational assessments, and risk assessment practices, Bronner guides the succession planning process by addressing talent pipeline, operational impacts, and change management.

Proper planning reduces dependence on individual employees by identifying and training back-up staff, documenting policies and procedures, and projecting future human capital needs. On a long-term basis, succession planning helps retain and develop valuable employees by building the career paths and skills needed to sustain key positions.

Bronner’s approach for developing a succession planning program includes:

  • Understanding the current state of the organization to determine what information needs to be documented and what are anticipated employment needs.

  • Defining the process by which a talent pool is identified

  • Supporting the training and development experiences to develop skills

  • Communicating the program effectively