1. Identifying Future Knowledge Gaps due to Aging Workforce
Surfacing Critical Knowledge Retention Risks

2. Step 1: Assess Retirement Eligibility
Organizations may assess the retirement eligibility of individual employees (e.g., Employee X is expected to retire this year) or of a critical talent segment (e.g., 50% of this talent segment will be retirement eligible this year).
Risk
Criteria 5
Retirement Expected this year 4
Past Median Retirement Age this year 3
Currently Eligible or Becomes Eligible this year 2
Becomes Retirement Eligible in three years 1
Retirement Eligible in five years or later.

3. Step 2: Assess Criticality of Knowledge
Organizations may assess the criticality of individual employees or talent segments using the criteria and scale illustrated in the table below.
Criticality
Criteria
Extremely Difficult to Replace (5)
Critical and unique knowledge
Mission critical knowledge
Organization-specific knowledge
Knowledge requires significant training/experience
Difficult to Replace (4)
Limited employees possess knowledge
Requires substantial training/experience
Moderately Difficult to Replace (3)
Important knowledge/skills
Documentation exists and other employees possess knowledge
Replacements available
Somewhat Difficult to Replace (2)
Possess non-mission critical knowledge
Training programs and documentation exist
Least Difficult to Replace (1)
Common knowledge and skills
External hires require minimal training

4. Step 3: Plot Criticality and Establish Action Plan
Organizations should plot the retirement risk score and the criticality score for either individuals or talent segments on the matrix below. The matrix will indicate the critical knowledge risks within the organization.
Establish Knowledge Management Plan
Succession Planning
Hiring
Outsourcing
Mentoring
Retention
Job Rotation
Training
Process documentation 5
Critical Knowledge Risk
Retirement Risk 1
Criticality 1 5