HomeMy WebLinkAboutSuccession Planning.pptI
CITY OF IOWA CITY
Organizational Succession
Plan
2013
City of Iowa City
Succession Planning is a process for identifying and
developing internal employees with the potential to
fill key aositions in the City.
i
The I !IDS 1,11
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I YEAR I 10 YEARS I 20YEApgj
5 YEARS 15 YEARS
EMPLOYEE AGE I I AGE DISTRIBUTION I I YEARS OF SERVICE
Average Age: 45
Median Age: 46
Minimum: 21
Maximum: 74
> =60: 65 (10.3 %)
> =55: 146 (23.1 %)
>=50:256 (40.6 %)
>=45:338 (53.6 %)
Average: 13.6
Median: 11.7
Minimum:0.1
Maximum:42.4
IPERS /MFPRSI AGE ELIGABILITY: 55+
23% of City
employees are
retirement
eligible (meaning
55 +)
40% of city
employees are
retirement
eligible within 5
years (meaning
50 +)
The average City employee is within 10 years of eligibility
Public Works
Department Heads
Division Heads
i
M
t
Recruitment
Integrity & Sele '
Employee
Communication Communications I
Coaching & Value
Leadership Mentoring Integration
Inspiration Reward io
� Recognition
Succession
Planning
Life -Long Learning
0 THE PACIFIC
INSTITUTE
®
U.S. OPEP IONS
New Hire
Orientation
Training &
Develop
erfP ormance
Review
Process
❑ Succession Plan draft has been finalized -July 2013
I'
❑ Review by Council -July 2013
❑ Review and approval of the City Manager -July /August
2013
❑ Creation of a Succession Plan Taskforce- August
2013
❑ Begin formal Implementation- August/September 2013