ABSTRACT
Succession planning is routinely thought of as an exercise in planning for the right personnel to replace command level officers upon their retirement. The essential tool for succession planning is the training of key personnel throughout the agency. It is not singularly the responsibility of human resources staff. Diversity presents a number of issues to organizations and particularly to the human resources component. Workforce planning is an ongoing process and requires committed involvement from members of the organization at all levels. Mentoring involves encouraging individuals in a coordinated way to utilize personal motivation to promote professional growth. By providing opportunities for specialized assignments, executives hope employees will be able to better view the agency as a whole. Employee placement in positions where there is the greatest chance of success at a reasonable cost is a wise expenditure of the public's dollar.
