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Succession Planning procedure

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Section 1 - Preamble

(1) This Procedure was approved by the Vice-Chancellor on 17 November 2004 and incorporates all amendments to 28 August 2007.

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Section 2 - Purpose

(2) This Procedure governs succession planning at the University.

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Section 3 - Scope

(3) This Procedure applies to all senior staff of the University.

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Section 4 - Policy

(4) This Procedure is pursuant to the Workforce Design and Planning policy.

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Section 5 - Procedure

(5) The Head of Organisational Unit is responsible for undertaking a range of annual workforce planning activities for their area, which includes the identification of significant gaps within a formal succession plan.

(6) The Head of Organisational Unit will submit the succession plan by April each year as part of the organisational area's staff plan, initially to the Executive Director, Human Resources for review and advice as necessary, and then to the Vice-Chancellor.

(7) The Head of Organisational Unit will ensure that the succession plan addresses all senior manager and other key positions for their area. See the Succession Guidelines: Planning Action Steps.

(8) The Head of Organisational Unit may identify and recommend current staff members as potential successors as part of the succession plan, provided that:

  1. the performance planning and review (PPR) process has been used to assess their suitability
  2. an appropriate development plan has been prepared with the staff member (see Performance Planning and Review Process Procedure, Professional Development (Academic Staff) procedure and Professional Development (Professional Staff) procedure.

(9) Inclusion in an organisational area's succession plan does not guarantee an appointment for the staff member when the relevant position becomes vacant.

Confidentiality of information

(10) Information about individuals collated as part of succession planning activities is confidential.

(11) The succession plan can be made available to senior Academic staff, senior managers and group managers within the organisational area for workforce planning purposes, and HRD to assist in planning professional development activities and other human resource related activities.

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Section 6 - Definitions

(12) There are no definitions arising under this Policy.