Sant Josep de sa Talaia has brought together public-sector human resources specialists to examine how local administrations can prepare for staff retirements, preserve institutional knowledge and attract a new generation of public employees.

The technical conference, held on 2 October 2026 at the Auditori Caló de s’Oli in Cala de Bou, was organised by Sant Josep Town Council and Consultores de Gestión Pública (CGP). It focused on strategic workforce planning, generational succession and the transfer of knowledge between experienced employees and incoming staff.

Experts warned that retirements can leave town halls facing more than vacant positions. When long-serving employees leave, administrations risk losing years of practical experience, knowledge of municipal procedures and an understanding of the communities they serve.

The Challenge Goes Beyond Filling Vacancies

Opening the conference, Sant Josep mayor Vicent Roig stressed the importance of preparing for the departure of experienced public employees.

He argued that the loss of institutional knowledge can be as significant as the vacancy itself, particularly when employees have spent decades working in specialised roles or developing an understanding of the municipality's needs.

For local administrations, the challenge is to identify which positions and skills are essential to maintaining services and to ensure that knowledge is transferred before experienced staff leave.

Without adequate preparation, incoming employees may have to rebuild expertise that took years to develop, potentially complicating administrative processes and continuity of public services.

Experts Identify Barriers to Generational Renewal

Haizea Corpa Burguillo, partner and consultant at CGP, addressed the obstacles that can make generational succession difficult in public administrations.

Among the issues she identified were high levels of temporary employment, rigid organisational structures, outdated recruitment systems and difficulties attracting and retaining younger professionals.

Incomplete digital transformation can add to the challenge, particularly when important procedures and specialised knowledge remain dependent on individual employees rather than being properly documented and shared.

Corpa presented methodologies intended to help administrations transfer knowledge systematically and prepare for staff departures.

The approach emphasises planning ahead rather than waiting until a position becomes vacant, allowing institutions to identify critical roles and determine what experience must be preserved.

Human Resources Planning at the Centre of the Debate

The conference also included a round-table discussion titled Diálogos: de la teoría a la práctica, bringing together specialists to consider how public bodies can translate workforce-planning principles into practical measures.

Participants included Javier Cuenca Cervera, director of human resources at the Provincial Consortium of Firefighters of Valencia and an expert in public-sector human resources; Miranda Prats, head of human resources at Sant Josep Town Council; Haizea Corpa Burguillo; and Manuel Fernández Martos, partner and federal coordinator at CGP.

Victoria Sampedro Sola of CGP moderated the discussion.

The participants examined the importance of assessing each administration's existing workforce, identifying critical positions, addressing temporary employment and preparing to recruit younger professionals.

The discussion also highlighted the need to tailor succession plans to the specific circumstances of each institution rather than applying a single approach to every local administration.

Preparing Town Halls for the Next Generation

For municipalities such as Sant Josep, workforce planning is closely connected to the ability to maintain reliable public services as experienced employees retire.

Effective succession planning can include identifying roles at risk, documenting essential procedures, organising mentoring and knowledge-sharing arrangements, and preparing recruitment processes to bring new employees into the organisation.

These measures can help reduce the risk of losing specialised knowledge while supporting a gradual transition between generations of public workers.

However, the conference was a technical forum for examining these challenges and possible approaches. The available information does not establish that Sant Josep has adopted a new municipal succession plan or implemented all the methods discussed.

A Wider Challenge for Public Administration

The issues examined in Cala de Bou extend beyond Sant Josep. Town halls and other public bodies must balance the retirement of experienced employees with the need to recruit new talent, adapt to digital changes and maintain continuity in the services residents rely on.

The conference organised by Sant Josep Town Council and CGP provided a forum for specialists to discuss how strategic human resources planning can help administrations prepare for these changes.

Its central message was that generational renewal requires more than replacing employees when they leave. It also requires identifying the knowledge that must be retained, preparing future staff and planning ahead to protect the continuity of public services.