Article
Why workforce succession planning can’t wait
Aug. 22, 2025 · Authored by Caitlin M. Humrickhouse, Allison LeMay
In today’s public sector landscape, workforce succession planning strategy is no longer a “nice to have” — it’s a fiscal and operational imperative.
Government leaders typically understand the basics of workforce succession planning, but many still underestimate the urgency and the financial impact of not acting decisively. With personnel costs easily consuming over 70% of a public entity’s total budget, managing your workforce strategically is one of the most powerful levers you have to protect your organization’s future.
The clock is ticking
The public sector is facing a perfect storm: an aging workforce, a surge in retirements post-COVID, and a labor market that’s increasingly difficult to navigate. Add to that the unpredictability of today’s environment, and the need for a proactive succession planning strategy becomes even more critical.
Make no mistake: this isn’t something to defer until next year — or even next quarter. For many roles, especially those requiring specialized skills or certifications, a well-executed succession planning strategy demands at least a two-year lead time to ensure a smooth transition. If you’re not already having these conversations, the best time to start is today.
Include all your positions
Leadership succession planning is just one part of a broader workforce strategy. Workforce succession planning isn’t only about preparing for leadership transitions — it’s about ensuring continuity across all levels, especially in roles critical to service delivery and revenue generation. Entry-level positions, often overlooked, can pose just as much risk if left unfilled or poorly transitioned.
