Succession planning and management guide

Endnotes

1. Marson, B. and P. Ross. "Deputy Ministers Identify Top Management Issues." Institute of Public Administration of Canada, 2004. Available at http://www.iapc.ca/Lesondage2004

2. These departures include retirement as well as resignation and any other type of separation from the core public administration. Calculations are based on analyses by the Research and Analysis Directorate, PSHRMAC.

3. Canadian Labour and Business Centre (November 2005). Status of Skills Shortages in Canada: Sources, Implications, Solutions. IQPC National Forum.

4. Statistics Canada (February 2003). The Changing Profile of Canada's Labour Force. Available online at http://www.statcan.ca/bsolc/english/bsolc?catno=96F0030X2001009 

5. Rothwell, W. J. Effective Succession Planning. Amacom: New York, 2001.

6. "Winning Strategies for a Global Workforce: Attracting, Retraining, and Engaging Employees for Competitive Advantage" Towers Perrin. June 2006. Available at http://www.towersperrin.com/tp/getwebcachedoc?webc=HRS/USA/2006/200602/GWS.pdf

7. Examples of survey questions to assess the current state of succession planning are provided by Rothwell, W. J. Effective Succession Planning. Amacom: New York, 2001.

8. Rothwell, W. J. Effective Succession Planning. Amacom: New York, 2001.

9. Definitions have been adopted from Belcourt, M. and K. J. McBey. Strategic Human Resources Planning. Toronto: Thompson, Nelson, 2004.

10. MAF Elements and Indicators: 2005. Available at http://www.tbs-sct.gc.ca/maf-crg/indicators-indicateurs/indicators-indicateurs-eng.asp