Succession Planning Is Your LAFCO Prepared for the Silver Tsunami? Carolyn Emery, Orange LAFCO Brendon Freeman, Napa LAFCO Pat McCormick, Santa Cruz LAFCO 2019 CALAFCO Staff Workshop
CALAFCO 2019 Staff Workshop “Succession Planning: Is Your LAFCO Prepared for the Silver Tsunami?” Carolyn Emery Orange County LAFCO, Executive Officer
The Key to Succession Planning “Retain” “Recruit” “Develop”
Unexpected (“didn’t see it coming!”) • Executive Officers Growing Pains in • Assistant Executive Officers the OC: “The • Analysts Expected and Unexpected” Expected (“planned”): • Assistant Executive Officer • Analysts • Commission-Clerks
OC Changes • Former staff moving on to other opportunities and personal obligations • Agency reorganization • Retirement • Promotions
In-house • Job announcement • Interviews/selection conducted by staff Recruit External • Job posting with the County • Consultant (former LAFCO staff) • Panel comprised of City, County and Special District staff
In-House Recruitment “Cons” “Pros” • No additional staff costs • Lacks HR expertise • Quicker process • Requires more staff resources • Staff participation
External Recruitment “Pros” “Cons” • Costs • HR expertise • Less staff resources required • The “best fit” - No one knows better than staff • Outside panel
Provide • Proper on-boarding and training for position Assign Develop • Routine to complex projects • Projects that promote professional growth through cross-training Encourage • Participation in outside job-related courses, workshops, and conferences
Mentor • With executive coaching • By exposing staff at all levels to other agencies’ executive staff • By supporting professional development opportunities that may not be directly position- Retain related Remain or Become • Competitive with “poaching pool” Discuss • Discuss succession planning with Commission that involves highlighting internal talent
Succession Quotes to Live By…or NOT! “Why do I need succession planning? I’m very alert, I’m very vibrant. I have no intention to retire.” - Sheldon Adelson “Sometimes in your career, you are at the right place at the right moment. But you have to be aware that eventually you may no longer be the right person for that position. So build your succession and foster for it while you are still at the peak of your career.” - Joanne Liu “Never put your business in the hands of one person or a select few. People leave. People die. People forget.” - Liz Weber
“Are you preparing future LAFCO leaders?”
Carolyn Emery, Executive Officer Orange County LAFCO
Succession Planning Napa LAFCO Brendon Freeman, Executive Officer bfreeman@napa.lafco.ca.gov (707) 259-8645
Executive Officer Transition • Keene Simonds abandons us September 2013 • Peter Banning appointed Interim EO • 2-member ad hoc subcommittee formed to recruit new EO
Executive Officer Transition • Laura Snideman hired February 2014 • Laura Snideman bails December 2014 • Peter Banning brought back as Interim EO • Contract with RGS and new 2-member ad hoc subcommittee formed to recruit new EO
Executive Officer Transition • Brendon Freeman initially NOT granted an interview • Commission displeased with candidate pool • Commission re-opens recruitment • Brendon Freeman appointed Interim EO June 2015 • Brendon Freeman hired as EO July 2015
Analyst Transition • Analyst position vacated June 2015 • Trial period with consultants • Analyst recruitment commences August 2018 through County Human Resources
Analyst Transition • Process: August 2018 staff report – pros/cons (2 hours) Develop questionnaire (4 hours) Applicant pre-screening (8 hours) 1 st round interviews – thanks Rich & Lou Ann! (8 hours) 2 nd round interviews – thanks County staff! (4 hours)
Analyst Transition • Dawn Mittleman Longoria hired as Staff Analyst II in January 2019 • Life is beautiful again!
Questions??? Brendon Freeman, Executive Officer bfreeman@napa.lafco.ca.gov (707) 259-8645
Checklist for Successful Succession Planning Pat McCormick, Executive Officer Santa Cruz LAFCO LAFCO | 701 Ocean Street, Room 318-D | Santa Cruz, CA 95060 | Phone: (831) 454-2055 | email: info@santacruzlafco.org
1-3 Years Prior to Leaving Update policies MSR determinations – document to-do tasks for agencies and LAFCO for next round Cross train staff Avoid LAFCO staff members retiring close to one another Protect LAFCO staff perks Don’t kick the can with difficult people/situations LAFCO | 701 Ocean Street, Room 318-D | Santa Cruz, CA 95060 | Phone: (831) 454-2055 | email: info@santacruzlafco.org
Last Year Before Leaving Document institutional memory Hiring process to be done by LAFCO staff, county, or human resources consultant Paper and electronics files in order Complete major projects Give county, city, and district staffs an opportunity to request exit training by outgoing LAFCO staffer Budget for turnover LAFCO | 701 Ocean Street, Room 318-D | Santa Cruz, CA 95060 | Phone: (831) 454-2055 | email: info@santacruzlafco.org
Transition Period Remaining staff input in new employee selection process Upstaffing and overlap of outgoing and incoming employees, if time and budget permit Document hiring process so easier the next time To-learn list for new employee Introduce new employee to politicians and key civil servants LAFCO | 701 Ocean Street, Room 318-D | Santa Cruz, CA 95060 | Phone: (831) 454-2055 | email: info@santacruzlafco.org
So long and thanks for all the fish! Questions? Pat McCormick, Santa Cruz LAFCO (831) 454-2055 patmccormick@santacruzcounty.us pat@santacruzlafco.org LAFCO | 701 Ocean Street, Room 318-D | Santa Cruz, CA 95060 | Phone: (831) 454-2055 | email: info@santacruzlafco.org
So… Is your LAFCO prepared for the Silver Tsunami? Carolyn Emery, Orange LAFCO cemery@oclafco.org (714) 640-5100 Brendon Freeman, Napa LAFCO bfreeman@napalafco.ca.gov (707) 259-8645 Pat McCormick, Santa Cruz LAFCO pat@santacruzlafco.org, patmccormick@santacruzcounty.us (831) 454-2055 2019 CALAFCO Staff Workshop
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