In a recent interview, Disney distanced herself from the information paper, saying it was a draft and not yet an active plan. However, one source familiar with federal personnel programs doubts the paper is insignificant. I m sure they did a fair amount of staff work before they wrote the concept paper, the source says. It stands to reason that they would want to explore all options. Whether or not agencies are contemplating the kind of dramatic personnel changes DoD is considering, they are all concerned about replacing senior leaders as the baby boomers inch their way toward retirement age.
Some agencies face a greater degree of urgency than others.
The Social Security Administration, for example, had an expansion in the early 1970s, and many of the employees brought on then are now managers nearing retirement eligibility. Barnes says 80 percent of SSA s Senior Executive Service members will be eligible for early or regular retirement in the next five years. But in an organization where 57 percent of the workforce is 45 or older, succession planning is important. Many other departments and agencies face similar situations. Part of the problem with leadership development in the federal government, Blunt says, is the political layers atop all organizations.