Preparing for Your Community Action Agency’s Future - Part 2 - Executive Succession Planning Guide

Sep 22, 2026

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Executive Succession Planning Guide for Community Action Agencies and other CSBG-eligible entities in the Community Services Block Grant network. The guide explains why succession planning matters, presents three approaches to succession planning, and details how to implement “succession essentials,” including organizing a task force, updating supporting documents and job descriptions, building emergency backup plans, and developing a succession policy. It also covers review and reflection with committees and boards, then finalizes implementation for calendar-based review.

LanguageEnglish

CategoryPresentations

FormatPDF

Pages35

Reading Time12 min

AccessFree to download

Background about the series

Why plan for succession?

Three approaches to succession planning

Leader Development Planning

Departure-Defined Succession Planning

Succession Essentials

Figure 1-Process overview for implementing succession essentials

Putting “succession essentials” in place in your agency

Organize a small task force

Orient the task force, organize the project and make assignments

Gather and update the supporting documents

Make sure the job description(s) are up-to-date

Develop the Emergency Backup Plan(s)

Develop the Succession Policy

Review and reflect with your committee/task force

Review and reflect with the board

Finalize, implement and put on the calendar for review

Appendices

IN PARTNERSHIP WITH PREPARING FOR YOUR COMMUNITY ACTION AGENCY’S FUTURE: Sustainability, Succession & Transition PART 2 Executive Succession Planning Guide Preparing for Your Community Action Agency’s Future: Sustainability, Succession and Transition September, 2012 This document is intended for use of Community Action Agencies and other CSBG Eligible Entities within the Community Services Block Grant (CSBG) Network. Community Action Partnership The Community Action Partnership is the nonproﬁt, national membership organization representing the interests of the 1,000+ Community Action Agencies (CAAs) across the country that annually help 17 million low-income Americans achieve economic security. Whether it’s a Head Start program, weatherization, job training, housing, food bank, energy assistance, ﬁnancial education, or any of the other 40-plus distinct programs, CAAs work to make America a better place to live. TransitionGuides TransitionGuides values every organization’s essential need for talented leaders, positioned to enable thenonproﬁt to survive and succeed. Their consulting ﬁrm ﬁnds, supports, and guides nonproﬁt leaders to build and sustain effective, vital organizations. Their consultants, all former nonproﬁt leaders themselves, specialize in working with senior level executives. Since 1995, the TransitionGuides team has led over 400 nonproﬁt leadership search, transition, and succession planning projects for organizations across the country. TransitionGuides, with extensive nonproﬁt experience and knowledge, offers guidance and processes that deliver proven results. For more information on TransitionGuides, contact their ofﬁce: 1751 Elton Road, Suite 204, Silver Spring, MD 20903,(301) 439-6635, [or www.transitionguides.com](or www.transitionguides.com). This series was created in partnership between the Leadership Development Center of Excellence and the National Risk Mitigation and Quality Improvement T/TA Center. This publication was created by the National Association of Community Action Agencies – Community Action Partnership, in the performance of the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Community Services Grant Number 90EQ0231. Any opinion, findings, and conclusions, or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the U.S. Department of Health and Human Services, Administration for Children and Families. This publication was created by the National Association of Community Action Agencies – Community Action Partnership, in the performance of the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Community Services Grant Number 90ET0428. Any opinion, findings, and conclusions, or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the U.S. Department of Health and Human Services, Administration for Children and Families. Table of Contents Background about the series...........................................................................................................................................2 Why plan for succession? ................................................................................................................................................3 Three approaches to succession planning ..................................................................................................................4 Leader Development Planning ....................................................................................................................................4 Departure-Defined Succession Planning .....................................................................................................................4 Succession Essentials ...........................................................................

FAQs

Why should a Community Action Agency plan for succession?

The guide addresses the rationale for succession planning and its importance for sustaining leadership and organizational continuity over time.

What are the three approaches to succession planning described in Part 2?

It presents three approaches, including Leader Development Planning and Departure-Defined Succession Planning, then expands on Succession Essentials as an implementation framework.

How can an agency put “succession essentials” into practice?

The guide recommends forming a small task force, orienting the team, gathering and updating supporting documents and job descriptions, developing emergency backup plans, and creating a succession policy, followed by structured review with committees and the board.

Sep 22, 2026

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