Case Study: County of Riverside Court achieves a stronger leadership pipeline with CEB's High-Potential Solution

County of Riverside Court Quickly Builds Future Leader Pipeline Through Targeted HIPO Program

The Superior Court of California, County of Riverside — a 1,100+ employee public agency serving the second-largest county in California — faced steep budget cuts, heavier workloads, a flatter organization and a looming retirement-driven leadership gap. Existing development programs emphasized technical performance over future potential, engagement was low and the court risked losing emerging leaders who saw limited growth opportunities.

CEB implemented a high-potential (HIPO) identification and development program: defining future leadership competencies, assessing 200 supervisors for ability and aspiration, and placing 17% in an accelerated HIPO track while providing in-role development for the rest. Within a year the court saw higher leadership competency ratings and projected career attainment among HIPOs, improved retention, reduced succession risk, better ROI on development spend, a cultural shift toward investing in talent, and increased external interest in its development program.

County of Riverside

Brenda Lussier

Chief Deputy of HR