Solidifying the Workforce: Implementing a Succession Plan at the Caldwell, Comal, and Hays Counties Community Supervision and Corrections Department

Abstract

Retaining a valuable workforce should be a priority for both private and public-sector agencies. Succession planning is the process of preparing an agency’s current workforce to assume leadership positions as vacancies arise. Top management should be concerned with both expected and unexpected vacancies; positions may become available due to an untimely death, resignation, or termination. Implementing a succession plan can prevent periods of inactivity when vacancies do arise. This study assessed the proximity between an ideal succession planning model and the informal plan that is currently utilized at the Caldwell, Comal, and Hays Counties Community Supervision and Corrections Department (CSCD). Sixteen employees were interviewed, and questions were based on the categories of an ideal succession plan. Eight categories of an ideal succession plan were identified through this research. This study provided recommendations to the CSCD concerning an effective method for implementing a succession plan at all levels within the agency.