Succession Planning
Succession planning involves the process of ensuring continuity in key positions within the organization. An example of this in terms of a C@P site may involve the position of the person who provides technical support. In many cases this is one person whose expertise is a key to the success of the site.
In strategic terms this is a potential disaster waiting to happen. There should never be a critical position with less than two people capable of doing the job. Many things could threaten the program at the best of times. For instance, should the person have health issues, be injured in an accident, be required to relocate for work, experience a change in employment that requires more time, experience a change in family status they may no longer be available to the organization.
If there is no one that can step into the position at a moment's notice it is time to plan for the eventuality of this person leaving. One of the best ways to handle this situation is to have the person take on an apprentice for the C@P services. This would require someone with some technical ability to take on this role and a willingness of the current person to train and work with someone else.
Any usernames, passwords, licenses, and any other pertinent technical information should be logged and passed on to the site manager or an assigned board member to provide a backup in cases of emergency. In any strategic management plan this is essential. If you are starting from scratch it is easier to get this commitment in place as you can write it into the position description that the person providing technical services be required to train another individual in their duties. If not, the governing board should present the issue as being one of ensured survival of the site.
Suggested web sites:
http://www.bdc.ca/en/business_solutions/financial_services/projects/growth/succession_planning.htm
http://www.grantthornton.ca/mgt_papers/MIP_template.asp?MIPID=73
http://charitychannel.com/article_162.shtml
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