The Canadian population is aging; many are rapidly advancing towards the age of normal retirement (Miner, 2010). The demographics for Ontario colleges are similar; in 2009, 70 percent of administrators and faculty were baby boomers, and 40 percent of the workforce in the college sector was eligible for retirement (OCASA, 2009). In 2010, there were approximately 7,051 full-time academic staff and 2,069 full-time administrative staff employed at Ontario Colleges (Colleges Ontario, 2010). Given the colleges' aging workforce and Ontario's projected skilled worker shortage there is a real need for colleges to actively engage in systematic succession planning and management programs. The purpose of this research study was to determine the factors that are important for succession planning at an Ontario College of Applied Arts and Technology (CAAT) as perceived by administrative staff at one large multiculturally diverse Ontario CAAT, located in one large urban centre in southern Ontario. The study aimed to explore college administrators' perceptions of the opportunities and challenges for succession planning at their college and to determine strategies that best support the implementation of succession planning as perceived by participants. Finally, it was hoped that a document review of the college's policy statements, business and strategic plans, and related public websites and documentation of affiliated bodies would facilitate the identification of possible concerns and strategies for succession planning in the college sector.