Succession Process for Key Leadership Positions

A logo with a symbol and compass Description automatically generated with medium confidenceSuccession Process for Key Leadership Positions
Document Owner: Office of the Dean
Date of Creation: August 2024Date of Review: August 2028Members of the Review:
John ClarkAebhric O’KellyGraham Pierce
Document Type: Contact/Creator: John Clark

1. Purpose

This succession process aims to ensure smooth transitions in key leadership positions at CoROM, safeguarding the continuity of governance, academic excellence, and institutional stability. By establishing a structured process for leadership succession, CoROM aims to avoid disruptions and maintain strategic direction.

2. Scope

This succession process applies to all key leadership positions within CoROM, including but not limited to the Executive Dean, Heads of Departments, and other senior academic and administrative roles.

3. Guiding Principles

  1. Continuity: Ensuring that leadership transitions occur with minimal disruption to academic and operational functions.
  2. Transparency: The process will be clear and transparent to all stakeholders, fostering trust in the College’s governance structure.
  3. Merit-Based Selection: Successors will be chosen based on qualifications, leadership skills, and alignment with CoROM’s mission and values.

4. Key Roles in the Succession Process

  1. Dean Emeritus: The Dean Emeritus will play an advisory role during leadership transitions, offering guidance and ensuring institutional memory is preserved. They will be consulted in leadership decisions and will assist in mentoring incoming leaders.
  1. Board of Regents: The Board of Regents holds the ultimate responsibility for overseeing the succession process. They will ensure that the process is conducted according to established policies and will approve the final selection of key leadership positions.
  1. ASMG (Aurum Signa Management Group) Contract: ASMG will assist the Board of Regents with provisions for leadership continuity, including interim leadership arrangements, recruitment processes, and the delegation of authority. ASMG will assist in managing transitions by providing strategic direction during periods of change.

5. Succession Planning for the Executive Dean

  1. Identification of Potential Successors: The Board of Regents, in consultation with the Dean Emeritus, will maintain a list of qualified internal and external candidates for the position of Executive Dean. This list will be reviewed annually to ensure readiness in the event of a vacancy.
  1. Interim Leadership: In the event that the Executive Dean position becomes vacant unexpectedly, an interim Executive Dean will be appointed by the Board of Regents. This appointment will be made in consultation with the Dean Emeritus, ensuring that the interim leader has the necessary experience and leadership qualities.
  1. Permanent Appointment: The Board of Regents will initiate a formal recruitment process. This process will involve the formation of a selection committee, which will include the Dean Emeritus and representatives from the Board of Regents. The committee will review candidates and submit their recommendations to the Board for final approval.

6. Succession Planning for Other Key Positions

  1. Department Heads and Senior Administrators: The succession process for department heads and senior administrative roles will follow a similar model to that of the Executive Dean. The Dean Emeritus will serve as an advisor in these processes, and the Board of Regents will provide final approval.
  1. Mentorship and Development: To ensure a pool of qualified candidates for leadership positions, CoROM will implement leadership development programmes. These programmes will focus on mentoring current staff members to prepare them for future leadership roles within the College.

7. Succession in Case of Emergency

In the event of an unplanned vacancy in any key leadership position, the following steps will be taken:

  1. Immediate Action: The Board of Regents, in consultation with the ASMG, will appoint an interim leader within five business days.
  1. Strategic Review: A strategic review will be conducted by the Board of Regents to determine the best course of action for filling the vacancy on a permanent basis, with input from the Dean Emeritus.
  1. Communication: The transition process and interim arrangements will be communicated to all stakeholders promptly to maintain trust and confidence in CoROM’s governance.

8. Review of the Succession Process

The Board of Regents will review this succession process annually to ensure it remains effective and aligned with the needs of the College. Any changes or updates to the ASMG contract or leadership structure will be incorporated into the process.