Succession Plan Download Title: Workforce and Succession Planning in the Libraries of the Australian Technology Network: Preparing for Demographic Change File Type / Size: PDF - 72K Description: A report prepared for 5 Australian academic libraries and 1 New Zealand academic library, October 2004, outlining succession strategies for the libraries as a group and individually.

As many approach their retirement, libraries could soon face a shortage of skilled professionals and workers and an increasingly competitive labour market. Whitmell & Associates helps libraries and information management organizations to prepare and plan for an aging workforce, a large number of retirees, a new generation of professionals, and continued and ongoing change. Emphasis is placed on setting appropriate short and long term strategies, assisting staff to meet their individual needs and ensuring that a properly trained and adequate number of workers will be available to the organization in the future.

Working with the library and information management organization, Whitmell & Associates will develop a succession planning and retention strategy customized to meet its requirements. This could include:

• identification of key staff and leadership positions and the required skills and competencies of the positions, now and over the next 3 to 5 years
• identification of staffing areas which could face change over the next 3 to 5 years
• identification of areas where new staffing will be needed or required in both the short and long term
• identification of individuals both within and outside of the organization who have or could develop the skills needed to fill key positions
• determine the training required on an individual and/or organization-wide level to develop needed skills and competencies
• development of team building exercises and workshops to encourage greater cooperation among staff
• development of methods to measure the implementation and evaluation of the designed strategy.

Central to the development of the strategy will be to tie it with the organization's short and long term strategic plans and to involve as many of those affected as possible in its creation, staff as well as board and administration. Such involvement will give everyone a sense of ownership which will engender committment to and responsibility for the implementation and success of the plan.

As part of the service two (2) no-charge follow up meetings will be arranged to assist in the continued implementation and success of the strategy.