ANNEX B
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Policy Number: Policy Subject: |
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CR-3 EXECUTIVE
SUCCESSION MANAGEMENT
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LEGISLATIVE REFERENCE / AUTHORITY |
Police Services Act, section 31(1)(c) |
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DATE APPROVED |
24 September 2007 |
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DATE REVIEWED |
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DATE AMENDED |
22 June 2009 |
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DATE TO BE REVIEWED |
2015 |
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REPORTING REQUIREMENT |
Annual reporting |
LEGISLATIVE REFERENCE / AUTHORITY
Section 31(1)(c) of the Police Services Act states that the board shall establish policies for the effective management of the police force. This policy was created to provide direction to the Chief of Police with regard to executive succession planning to ensure the development of executive leadership and leadership capability within the police service.
BOARD POLICY
It is the goal of the Ottawa Police
Services Board to develop leadership capacity within the organization. A robust and targeted
executive succession management plan is necessary to
ensure the development of a pool of qualified leaders who are able to step into
executive positions both in the short term and on a permanent basis, and
promote business continuity to protect the Board from the sudden loss of the
services of the executive. This policy applies to the Eexecutive
positions of Chief of Police, Deputy Chief of Police, and Director General.
1. Accordingly,
the Chief shall ensure that there is an executive succession management plan
that:
a)
Complies
with the Ottawa Police Service’s Respectful Workplace Program;
a) Identifies factors influencing the succession environment (e.g. forecasted retirement eligibility, availability of talent pools within sector).
b)
Identifies
individuals with executive leadership skills, leadership capability and growth
potential.;
c)
Provides
development opportunities for executive leadership candidates, including but
not limited to: utilization of ‘acting’ positions for the
purpose of gaining experience; formal training (such as
university programs; educational executive courses
and ‘accelerated’
learning; informal/experiential opportunities (such as acting
assignments, stretch assignments, secondments,;
lateral transfers, to gain knowledge of
different areas of the organization; and special projects, coaching/mentoring).
2. d) Provides
comprehensive plans iIn order to protect the Board from
sudden loss of the Chief’s services and other executives., Tthe
Chief shall ensure that a plan for business continuity is in place and that at
least two other executives are familiar with Board and Chief issues and
processes, and shall have appropriate records and documentation that would
facilitate continuity of operations.
e) Complies with the Ottawa Police Service’s Respectful Workplace Program.
MONITORING REQUIREMENTS
At the mid-point of the Business Plan,
in conjunction
with the Board, the
Chief shall
assess the effectiveness of the Executive Succession Management Planning policy
with respect to the senior executive positions for both emergency situations
and long term planning, and identify any areas that require
amendment or additional support.
On an annual basis, the Chief of Police shall present to the Board the Executive Succession Management Program, which will include:
1. The factors influencing the succession environment.
2. A list of candidates under development.
3. The activities underway to build their skill and competency base.
4. Comprehensive business continuity plans to contend with the sudden loss of the Chief and other executives to ensure continuity of operations.
1.
Present a
report to the Board on the Executive Succession Plan, summarizing the
activities that have occurred for the identified candidates.
1.
Identify to
the Board the individuals whom he would recommend be called upon to assume an
acting role for senior executive positions in an emergency situation, should
any of the senior executives be unable to perform their duties for a length of
time.