Policy Section:   Board – Executive                          Director Linkage		Policy Number:  BL-5
Policy:   Succession Planning		Date Approved:  September 9, 2010
		Last Date Reviewed:
		Last Date Revised:
		Number of Pages:1

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“Succession planning” is a process for identifying and development internal people with the potential to fill key leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.

Parameters:

1.    The Executive Director is responsible for completing a succession planning document (Appendix C) that includes, but is not limited to the following:

    • Identifies key roles for succession or replacement planning;
    • Defines the competencies and motivational profile required to undertake those     roles;
    • Assesses people against these criteria – with a future orientation;
    • Identifies pools of talent that could potentially fill and perform highly in key     roles.
    • Develops employees to be ready for advancement into key roles – primarily     through the right set of experiences.

2.    The Executive Director reports to the board on significant milestones reached within the Succession Plan on an annual basis, prior to year-end.

3.    The Executive Director meets with the Executive Committee on an annual basis to discuss the Succession Plan and update it as necessary.