The management purposefully nurtures the leadership capacities of talented staff. It may define a succession plan, based on the principles of transparency and merit, to develop understudies for key positions in the institution.
Guideline code
GG_10500
Mechanism
Mechanism
- The policies on succession planning should be grounded on the principles of transparency and merit.
- The qualification criteria and selection processes should be well defined, documented and widely disseminated.
- The management, in collaboration with the human resources unit, should define the competence profile of future leaders in terms of responsibility, capability and role, within a clearly defined timeframe.
- The training and development of future leaders should be tailored and timely. The management should secure the service commitment of staff who are supported by the staff development programme.
Structure
Structure
- The management should submit policies on succession planning for board approval. The policies may include a provision allowing the management to open any position in the succession plan to external competition.
- The management should submit the institution’s succession plan for board approval. It should regularly review the plan and inform the board accordingly.
Title HTML
Guideline 80. Succession planning
Type
Guideline_1
Weight
109