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Succession Planning among Barangay Leaders: Practices,
Challenges and Implication for Community Governance
A Research Presented to the
Faculty of the College of Business
and Public Administration Eulogio
“Amang” Rodriquez Institute of Science
and Technology
In partial fulfillment of the
requirements of the degree
in Public Administration
Pakinson, Abdani B.
Balaoro, Julie Anne F.
Inocencio, Sherwin O.
Francisco, Christine Rose
Espinosa, Jhonna Mae C.
2024-2025
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Certification
This Thesis, titled “Succession Planning among
Barangay Leaders: Practices, Challenges and Implications
for Community Governance” prepared and submitted by
Pakinson, Abdani B., Balaoro, Julie Anne F., Inocencio,
Sherwin O., Francisco, Christine Rose and Espinosa,
Jhonna Mae C.in partial fulfillment of the requirements
for the degree Bachelor in Public Administration has
been examined and is hereby recommended for oral
examination.
FLORINDA M. BAUTISTA
Adviser
Approval Sheet
Approved by the Panel for Final Oral Defense on February
01, 2025, with a rating of ____________.
Dr. Willy O. Gapasin
College Dean
Dr. Arci V. Manangan Dr. Chanda R. Tingga
Member Member
Acceptance
Accepted in partial fulfillment of the Degree of Bachelor
in Public Administration.
Dr. Willy O. Gapasin
Dean, CBPA
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Abstract
Title: SUCCESSION PLANNING AMOG BARANGAY
LEADERS: PRACTICES, CHALLENGES AND IMPLICATION FOR
COMMUNITY GOVERNANCE
RESEARCHERS: Pakinson, Abdani B.
Balaoro, Julie Anne F.
Inocencio, Sherwin O.
Francisco, Christine Rose
Espinosa, Jhonna Mae C.
PROGRAM: Bachelor in Public Administration
YEAR: 2025
ADVISER: Florinda M Bautista
Rationale of the Study
Succession planning plays a vital role in ensuring
the continuity, stability, and effectiveness of barangay
governance. As the smallest administrative unit in the
Philippines, barangays serve as the frontline of public
service and local leadership. However, many barangay
leaders face challenges in preparing future successors due
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to a lack of formal succession policies, political
influences, and leadership gaps. Without a structured
approach to leadership transition, governance may suffer
from inefficiencies, instability, and weakened public
trust. This study examines the existing practices,
challenges, and implications of succession planning among
barangay leaders. It seeks to understand how leadership
transitions are managed, what factors hinder smooth
succession, and what strategies can improve governance
sustainability. By addressing these issues, the research
aims to provide valuable insights that can guide policy
recommendations, leadership training initiatives, and
governance reforms to strengthen local leadership and
ensure more effective community management.
Objectives
The study on succession planning among Barangay
leaders seeks to assess the existing practices in
leadership transition by evaluating how Barangay officials,
including the Chairman and Counselors, perceive and
implement succession planning, particularly in identifying
and developing future leaders. It also aims to explore the
challenges hindering effective succession planning, such as
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the absence of institutionalized policies, a limited pool
of qualified candidates, and resistance to change from both
current leaders and the community. Additionally, the study
examines the broader impact of succession planning on
community governance, focusing on its role in maintaining
service continuity, ensuring community stability, and
upholding accountability and transparency in leadership
transitions. Furthermore, the research intends to analyze
potential differences in how various groups, including
Barangay officials, Counselors, and Constituents, assess
succession planning efforts. Based on these findings, the
study will recommend the implementation of a Barangay
Capacity Building and Empowerment Program to enhance
leadership development and strengthen succession planning.
Ultimately, the research aims to improve leadership
succession frameworks to promote continuity, stability, and
sustainable development within Barangay communities,
fostering more effective and resilient local governance.
Methods
2.1. The study utilized mixed-methods approach of
research
2.2. The study was participated by the Barangay
Elected Officials and its Constituents.
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2.3. The Purposive Sampling method, an accepted well
method to select individuals that have the characteristics
that the researchers are looking for, was utilized in this
study.
2.4. The researcher used the researcher-made survey
questionnaire.
Results
After further research, the prominent findings of the
study show the assessments of the groups of respondents on
the summary assessment on the Succession Planning among
Barangay Leaders as agree, such as: The respondents of this
study are ensuring a balanced perspective on succession
planning. A significant portion of the participants are younger
individuals aged 18-25 years old (50%), indicating that the next
generation of leaders plays a crucial role in shaping the future
of barangay governance. The process of identifying future
barangay leaders is moderately effective (4.12), with a strong
agreement that potential leaders are successfully recognized
(4.38). However, there is a need to place greater emphasis on
emotional intelligence and diversity to ensure well-rounded
leadership development. Leadership development programs are
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rated as moderately effective (4.06). While programs exist,
mentorship initiatives (3.98) and personalized training efforts
(3.92) require improvement. Strengthening these areas will help
build a more competent leadership pipeline. Transparency in
succession policies is generally viewed positively (4.28).
However, concerns persist regarding the effectiveness of the
succession planning process (3.86). While policies are in place,
better implementation (4.05) is needed to ensure a structured
and consistent approach to leadership transitions. The lack of
structured leadership development processes is a moderate
concern (4.05). To address this, it is necessary to strengthen
formal leadership development programs that will ensure a smooth
and effective transition of barangay leadership. A significant
issue in succession planning is the limited number of qualified
candidates (4.30). To address this, barangays should focus on
expanding recruitment strategies and enhancing diversity efforts
(4.06) to build a stronger and more capable pool of future
leaders. Effective leadership succession plays a key role in
maintaining stability within the barangay (4.14). However, there
are areas for improvement in cohesion and transition processes
(4.04) to ensure smooth leadership handovers. Accountability in
leadership succession is considered moderately effective (4.02).
However, transparency in the succession process (3.84) remains a
concern. Improving transparency measures will enhance trust and
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credibility in leadership transitions. Overall, succession
planning in barangay leadership is moderately effective but
requires improvement in several areas. Key gaps include
leadership identification, training, and institutionalization.
Strengthening emotional intelligence, mentorship programs,
diversity initiatives, and transparency will be crucial in
enhancing the succession planning process and ensuring
sustainable barangay governance.
Conclusions
After analyzing the summary of the study, several key
conclusions have been drawn. The findings indicate that the
organization faces challenges in leadership identification,
skill development, succession planning, and fostering stability,
cohesion, accountability, and transparency. While succession
planning is moderately effective, significant improvements are
needed to address these gaps. The analysis highlights critical
shortcomings in leadership development and succession planning,
emphasizing the necessity of a more structured, inclusive, and
transparent approach. Strengthening leadership identification
through institutionalized practices and integrating emotional
intelligence assessments will enhance the effectiveness of
talent recognition. Furthermore, expanding leadership training
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programs, mentorship opportunities, and tailored learning
experiences is essential to preparing a diverse and capable pool
of future leaders. Additionally, refining succession policies to
ensure clarity, consistency, and transparency will promote
stability and cohesion during leadership transitions. Addressing
these challenges through comprehensive reforms will foster a
more resilient and effective leadership framework, ultimately
ensuring long-term organizational success.
