Succession Planning Policy

Objective

Succession planning is an approach to:

• Build a leadership pipeline/talent pool to ensure leadership continuity
• Develop potential successors in ways that best fit their strengths
• Identify the best candidates for categories of positions
• Concentrate resources on the talent development process yielding a greater return on investment

Succession planning recognises that some jobs are the core positions of the organisation and too critical to be left vacant of filled by any but the qualified persons. Succession planning is critical to mission success and creates an effective process for recognizing, developing, and retaining leadership talent.

There are several factors to initiate successful succession planning:

• Core positions leaders are personally involved
• Core positions leaders hold themselves accountable for growing leaders
• Employees are committed to their own self-development
• Workforce data and analysis inform the process
• Leadership competencies are identified and used for selection and development
• A pool of talent is identified and developed early for long term needs

Succession planning process

1. Identify Core Positions

• Identifying the Core Positions of the company
• Developing a plan based on long term talent needs, not on position replacement.

2 Talent Pools

• Determining talent pools using data available
• Assessing competency and skill level of the selected candidates

3 Development & Implementation

• Development/learning strategies such as Training, Coaching and Mentoring
• Retention strategies such as Promotion, Retention Bonuses and Quality of Work Life Programs
• Recruitment strategies such as Recruitment and Relocation Bonuses

4 Monitor and Evaluate

• Tracking selections candidates
• Core positions leader provide feedback by assessing the selected candidates