NTEU SUCCESSION PLANNING FOR CoC PORTFOLIOS

THE RATIONALE BEHIND SUCCESSION PLANNING

Succession planning refers to the process of ensuring that each portfolio has a successor in the pipeline so that should a sudden vacancy arise, there is an immediate replacement. Succession planning also ensures continuity so that there is always someone in the pipeline being developed and gaining experience for a portfolio.

Furthermore, it is advisable for each portfolio to have an identified successor in case a current CoC member’s election fails at a Branch level and (s)he is no longer eligible to be a member of CoC and cannot continue with the portfolio.

THE PROCESS OF SUCCESSION PLANNING

The process, simply put, consists of a number of steps as follows:

1. Identify portfolios requiring succession planning.

2. Draft a “job description” of each portfolio, detailing not only responsibilities but also the job specification, or ideal characteristics that will enable the incumbent of the portfolio to fulfil it efficiently and successfully. The specification may even have equity criteria to ensure equity.

3. Identify possible successors for each portfolio. NEC can consider nominating candidates and developing them to achieve an equitable composition of CoC. NEC can consider co-opting people to achieve succession planning.

4. Once a successor has been identified, the individual can be informed and groomed for the portfolio through progressive development.

FEASIBILITY OF SUCCESSION PLANNING FOR PORTFOLIOS FILLED FROM THE CoC

The feasibility and practicalities need to be thrashed out before such a policy can be implemented.

SUCCESSION PLANNING FOR NON CoC PORTFOLIOS

Here reference is made to positions such as General Secretary, National Administrator and so on. The same process can be followed as specified above.

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