Abstract: As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASA’s higher-than-average aged workforce with approximately 50% of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety & Mission Assurance (S&MA) organizations since they traditionally rely on more experienced engineers and spe…