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ERMU Commission Policy — G.4a Succession of Leadership <br />4. Not allow the General Manager and both hi�their primary and secondary designated <br />successors to travel together in the same vehicle or other public or commercial form of <br />conveyance. <br />The primary successor shall immediately assume the responsibilities of Acting General Manager <br />upon receiving information that the General Manager is unable to fulfill his/he heir <br />responsibilities or has been absent from corporate headquarters and/or otherwise unavailable for <br />more than three (3) consecutive business days without having designated a temporary <br />successor. In such event, the Acting General Manager shall formally notify the Commission of <br />his/hertheir assumption of responsibilities, after which the Commission President shall convene a <br />special meeting to confirm the appointment of the Acting General Manager and to either confirm <br />or modify the General Manager position description for ^ ting General Managerthe duration of <br />the appointment. <br />Additionally, the General Manager shall establish, and at all times maintain current, and <br />effectively implement a long-term plan for leadership succession that is intended to: <br />1. Prepare all employees to grow in their leadership capabilities and responsibilities. <br />2. Ensure that the loss of services from any one employee does not impair the performance of <br />the organization's critical functions. <br />3. Identify capable and willing people for future critical leadership positions and intentionally <br />develop them in their leadership competencies and responsibilities. <br />4. Identify and communicate to the Commission any critical human resource needs of the <br />organization that are not adequately met with available resources, along with steps that <br />he/she4-sthey are taking to meet those needs. <br />POLICY HISTORY: <br />Adopted June 13, 2017 <br />Revised April 8, 2025 <br />Page 2 of 2 <br />142 <br />