Succession Planning and Recruitment Policy

The purpose of this document is to ensure that the Club has employees and volunteers/members with the required skills and competencies to be considered for the posts which are current and which may arise in the future. In essence, the Club is forward planning to ensure that there will never be an interruption of service at any level if a position becomes vacant.

The Club interprets this as follows:-

1.  Identification of future volunteers/management team members, coaches and squad members who have the necessary drive and commitment to fill vacancies when they arise. Volunteers are identified by the Workforce Coordinator;
2.  Any plans will include identification and recruitment of volunteers who have the drive to carry out the aims and objectives of the Club;
3.  Any plans will also ensure that the right person fills the right vacancy/job for the right reasons.

Succession planning will only become effective if all volunteers and members are responsible and have the drive to ensure it is put into practice and monitored regularly. Issues that must be considered include the following:

1. Any long-term sickness – is there cover available (in the issue of coaching staff), or does the volunteer workforce know more than one role?
2. Retirement issues;
3. Turnover and patterns;
4. Balance of current members;
5. Development of all volunteers and team members.

In the preparation of workforce development plans, further consideration should be given to volunteers who can undertake future roles after training and development. An approach like this will enable the Club to prepare for future changes in the workforce by developing existing members and employees, and ensuring a continuation in the plans and execution of them.

The Club plans to take succession planning forward by:

1. Adopting ASA frameworks for committee members, volunteers, coaches and officials – these job descriptions are available to all members;
2. Reviewing training and development needs regularly.

The Club acknowledges that any succession plans must be fair and open to all Members. All members will still be required to demonstrate that they meet the required criteria for the post or role (shown by the relevant job description). Any vacancies or posts will be advertised within the Club, and if it is a highly specialised position, there may be a need to advertise externally. It is also worth noting that the Club also takes into account all equalities and diversity issues associated with advertising any vacancies at any level.