The Guyana Police Force lacks a robust, effective, and strategic succession plan to fill vacancies for senior leadership and management. This qualitative case study was to ascertain the appropriate strategies that could be employed for this organization, and by extension public organizations and law enforcement agencies, to have a robust, effective, and strategic succession plan. The conceptual framework was based on the succession planning model, which focused on key concepts such as strategy, knowledge management, talent management, organizational culture, leadership development, and management commitment. Data were collected from interviews, with 23 participants and a review of organizational documents. Findings from coding and thematic analysis indicated that an effective, robust, and strategic succession plan encompasses elements of strategy, knowledge management, talent management, organizational culture, leadership development, and management commitment, and was vital for public organizations and law enforcement agencies’ leadership and management continuity and success. The implications for positive social change include the promotion of succession planning as an organizational culture to replace promotion policy and replacement planning in the client organization.
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