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Return to endnote reference 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
Return to endnote reference 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.
Return to endnote reference 3 Canadian Labour and Business Centre (November 2005). Status of Skills Shortages in Canada: Sources, Implications, Solutions. IQPC National Forum.
Return to endnote reference 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
Return to endnote reference 5 Rothwell, W. J. Effective Succession Planning. Amacom: New York, 2001.
Return to endnote reference 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 (PDF version 1.69 mb)
Return to endnote reference 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.
Return to endnote reference 8 Rothwell, W. J. Effective Succession Planning. Amacom: New York, 2001.
Return to endnote reference 9 Definitions have been adopted from Belcourt, M. and K. J. McBey. Strategic Human Resources Planning. Toronto: Thompson, Nelson, 2004.
Return to endnote reference 10 MAF Elements and Indicators: 2005. Available at http://www.tbs-sct.gc.ca/maf-crg/indicators-indicateurs/indicators-indicateurs-eng.asp