Succession Planning: The Overlooked Priority in Local Government

In cities around Sacramento, Stockton, and the East Bay, local government agencies face increasing pressure to maintain operational continuity amidst leadership transitions and workforce turnover. Yet one critical practice remains underutilized across public sector organizations: succession planning.

Succession planning isn’t just for Fortune 500 companies. It’s a strategic necessity that ensures your agency remains stable, effective, and resilient—regardless of who is in charge.

Why Succession Planning Matters for Public Sector Sustainability

Local governments are experiencing a “silver tsunami” as veteran leaders and skilled employees retire. According to the Center for State & Local Government Excellence, more than 50% of state and local government employees are over the age of 45, with many eligible to retire within the next 5–10 years.

Without a proactive plan in place, agencies risk losing institutional knowledge, experiencing leadership gaps, and facing costly disruptions in service delivery.

As shared on our 10 Minute Leadership YouTube channel, leadership isn’t about being in charge – it’s about preparing others to lead when you’re not there. This mindset is essential for any government agency committed to serving the public consistently and effectively.

What Happens Without Succession Planning?

• Loss of critical knowledge

• Reduced public trust due to leadership instability

• Costly hiring delays and misaligned replacements

• Decreased employee morale and engagement

“Failing to plan is planning to fail.” — Benjamin Franklin

This timeless quote holds true today. An agency without a succession strategy leaves its future up to chance.

3 Key Steps for Implementing Succession Planning in Government

1. Identify Critical Roles

Not every position needs a backup—but leadership, technical, and institutional knowledge-heavy roles do. Start by mapping out which positions are vital for day-to-day and long-term continuity.

2. Assess and Develop Talent Internally

Public sector employees often have years of dedication and contextual knowledge. Use performance reviews, 360 feedback, and mentoring programs to identify potential successors and develop their leadership skills.

As outlined by SHRM, “Having a successor lined up for critical roles is key to business success. With a well-planned succession program, HR leaders can help their organizations maintain continuity during leadership transitions.”

3. Document and Communicate the Plan

A plan locked in a drawer doesn’t serve your agency. Engage department heads, HR, and executive leaders in developing and communicating the plan. Keep it updated annually.

Building a Leadership Pipeline

Succession planning isn’t about replacing people—it’s about building a leadership pipeline. On our 10 Minute Leadership channel, we explore how consistent investment in leadership development transforms organizations.

People development should be a daily practice, not a crisis response, we often say. That means embedding coaching, mentoring, and growth opportunities into your culture—before a vacancy forces your hand.

How Strategic Edge Can Help

At Strategic Edge, we specialize in helping local government agencies build strategic plans—including leadership succession frameworks—that align with their mission, community needs, and workforce capabilities. From custom organizational development workshops to succession audits, we help you prepare for tomorrow, today.

Is your agency ready for what’s next?

Don’t wait for a retirement announcement to start planning. Contact us today to learn how Strategic Edge can help you future-proof your organization.