Clear succession plan needed
2 May 2017
There is need for a clear City of Harare succession plan so that each supervisor will mentor his or her subordinate for smooth handover of council services.
This was said that by the Human Resources and General Purposes Committee chairperson Councillor Wellington Chikombo in a recent full council meeting.
“The chairperson of the Human Resources and General Purposes Committee advised that succession planning to all levels of employees from the Town Clerk down to the lowest employees.
“Each supervisor was required to mentor his or her subordinate for takeover of higher responsibilities at the retirement of the supervisor,” read the minutes.
The issue was discussed arising from the matter of the three directors, Tendai Kwenda Finance Director, Engineer Hosea Chisango Director of Harare Water and Addmore Nhekairo Housing and Social Services Director who were recently appointed.
This is not the first time the issue of succession policy has been discussed as in some previous meeting it was also discussed.
The acting Town Clerk Josephine Ncube was tasked with spearheading the process.
It was revealed that “the succession planning was a manpower strategy meant to identify, assess and develop talent in order to secure leadership and management continuity.”
It was reported the acting TC Ncube sought to be granted authority by the committee to develop and implement an action program and an implementation matrix for Grades 1 to 4, 5 and 6, and 7 to 9 in order to guide the Heads of Department in the implementation of the Succession Plan.
“She (Ncube) reported that succession planning policy is about developing competencies and coming up with competence models to develop in all positions where everyone is given an opportunity to develop in competencies identified.
“She further advised the Committee that because of natural wastage and the rationalisation exercise carried out, various programmes were underway to develop competencies at all levels,” revealed the council minutes.
It was also reported that Ncube had told the committee that a sound succession plan sought to; “ensure availability of critical skills for continuity purposes.
“Align strategic goals and human capital (right people at the right time).
“Develop sustainable leadership and leadership stability to sustain high performance levels.
“Help in identifying workforce renewal needs as a means of targeting key employees.
“Ensure that the organisation benefits from institutional memory, and develop a talent pool of skilled and qualified employees for timely knowledge transfer,” added the minutes.
It was emphasised that all directors are now required to train their immediate subordinates to ensure continuity of work in the absence of the director.