62 · Survey Results: Survey Questions and Responses
When hiring for senior/executive management positions, we are seeking to bring in new talent with experience in
cutting edge technologies, services, and programs.
40. Does your library have a succession planning strategy (i.e., a deliberate plan to develop and
prepare identified successors)? N=48
Yes 9 19%
No 39 81%
If no, please briefly describe why your library does not have a succession planning strategy. N=25
Doing so does not conform to the unique framework and special requirements of the federal hiring process.
Have not made it a priority.
Ideally, the library would like to implement more of a succession planning strategy but haven’t had the resources to
formally develop a plan.
Identified successors means the person who will assume a position when it is vacated by the incumbent. Our
positions are opened competitively. We do try to develop leadership capacity in employees, but we do not slot them
into positions.
It has not been part of the current library administration’s overall organizational strategy.
It is something we think about as we make plans, but it is not a formal strategy.
It’s not as broad as a strategy, but we do take opportunities to promote identified successors when possible (three in
the past year).
Lack of prospects and concerns over fairness and practicality
Nothing formal some informal planning as resources and opportunities allow.
Our strategy is not as deliberate or focused as the question implies.
Our university requires open national searches. We cannot designate an heir-apparent. Our culture is to provide
development opportunities to all who are interested to prepare them to qualify for potential opportunities, when
they occur.
Planning to create a succession strategy
Succession planning occurs on an as needed basis.
That decision is up to the provost.
There is no deliberate system-wide plan in effect, but succession planning does happen at the unit level.
There is not a formal one staff who could be considered as future leaders are identified and given the opportunity to
develop the skills needed to become a qualified applicant for a future search.
There is not a plan along these lines at this time although we have talked about who among the staff might be a
candidate for assuming a senior level position.
Under discussion
When hiring for senior/executive management positions, we are seeking to bring in new talent with experience in
cutting edge technologies, services, and programs.
40. Does your library have a succession planning strategy (i.e., a deliberate plan to develop and
prepare identified successors)? N=48
Yes 9 19%
No 39 81%
If no, please briefly describe why your library does not have a succession planning strategy. N=25
Doing so does not conform to the unique framework and special requirements of the federal hiring process.
Have not made it a priority.
Ideally, the library would like to implement more of a succession planning strategy but haven’t had the resources to
formally develop a plan.
Identified successors means the person who will assume a position when it is vacated by the incumbent. Our
positions are opened competitively. We do try to develop leadership capacity in employees, but we do not slot them
into positions.
It has not been part of the current library administration’s overall organizational strategy.
It is something we think about as we make plans, but it is not a formal strategy.
It’s not as broad as a strategy, but we do take opportunities to promote identified successors when possible (three in
the past year).
Lack of prospects and concerns over fairness and practicality
Nothing formal some informal planning as resources and opportunities allow.
Our strategy is not as deliberate or focused as the question implies.
Our university requires open national searches. We cannot designate an heir-apparent. Our culture is to provide
development opportunities to all who are interested to prepare them to qualify for potential opportunities, when
they occur.
Planning to create a succession strategy
Succession planning occurs on an as needed basis.
That decision is up to the provost.
There is no deliberate system-wide plan in effect, but succession planning does happen at the unit level.
There is not a formal one staff who could be considered as future leaders are identified and given the opportunity to
develop the skills needed to become a qualified applicant for a future search.
There is not a plan along these lines at this time although we have talked about who among the staff might be a
candidate for assuming a senior level position.
Under discussion
