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Practical Strategies for Comprehensive Succession Planning and Knowledge Management

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Abstract:

Over the past six years, Union Sanitary District (USD) has implemented a comprehensive Succession Planning and Long-Term Staffing Program for non-management staff through a joint labor-management problem-solving process. USD's approach differs from conventional models in that the District partnered with the employees' union and also focused on the replacement of key, non-management individuals such as electricians, engineering technicians, operators, mechanics, and administrative staff. These joint efforts have resulted in more than a dozen major initiatives that are assisting the District to attract and retain well-qualified new staff members as well as to capture valuable institutional and technical knowledge.

Keywords: EMPLOYEE DEVELOPMENT; KNOWLEDGE TRANSFER; LABOR-MANAGEMENT; LONG-TERM STAFFING; RECRUITMENT; RETENTION; SUCCESSION PLANNING; TRAINING

Document Type: Research Article

DOI: https://doi.org/10.2175/193864707786862206

Publication date: 2007-10-01

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