Planning for Workforce Succession Among National Park Service Advanced-Level Natural Resource Program Managers: A Gap Analysis

Abstract

Most natural resource management agencies will suffer a loss of the skills, knowledge, and institutional memory embodied in their most experienced employees as advanced-level managers retire. Knowledge of job deficiencies of employees scheduled to move into positions of pending retirees is essential for training and workforce succession management. This article provides guidance about workforce succession by analyzing perceived training competency/needs of National Park Service resource management professionals. A gap analysis was used to analyze perceived differences in preparation for and importance of specific competencies for advanced-level job classifications (GS-12 grades and above). Results indicated that Program Managers (n = 117) reported “large gaps” or deficiencies in training for 18 out of 34 competencies measured. There were also significant differences (p ≤ .05) between the perceived gaps of three age cohorts, with the cohort group most likely to succeed retirees the most deficient. Five training modules are suggested to address these job competency needs.

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