Succession Planning. On or before September 30, 2011, the Executive Committee shall submit to the Board of Managers for review and approval, a succession plan (the “Succession Plan”) that has previously been submitted to and found appropriate by, the chief executive officer of OM(US)H, in his sole discretion. The documentation related to any Succession Plan will include: (i) identification of key and critical positions, (ii) definitive designation of successors for such key and critical positions for four (4) periods (contingency, immediate, 1-3 years and 3 or more years) and (iii) an articulation of specific development plans for each named successor with clear linkage to the Company’s overall performance management process and career development communications. Following the resignation, termination, death or disability of any employee holding a key and critical position with the Company, the Executive Committee will provide a revised Succession Plan proposal for that position to the chief executive officer of OM(US)H and to the Board of Managers for consideration at their next meeting. Annually, the Executive Committee shall review the current Succession Plan with the Board of Managers for their approval.
Succession Planning. Executive agrees that he shall assist the Company and OHM, in the manner and to the extent reasonably requested by the Company and OHM, in preparing a succession plan for the Company and in identifying, assisting and training a successor to Executive and/or successors to Executive's management team.
Succession Planning. The Company understands the importance of succession planning. The Human Resources Committee shall receive a report annually regarding succession planning regarding the Company’s senior management and other key positions. The Board shall receive a report at least annually regarding Chief Executive Officer succession planning. Taking into consideration such report to the Board, the Board shall periodically analyze the current management, identify possible successors to the Chief Executive Officer, and timely develop a succession plan including the succession in the event of an emergency or retirement of the Chief Executive Officer. The plan shall be reviewed by the entire Board, and reviewed periodically thereafter. There shall also be available, on a continuing basis, recommendations from the Chief Executive Officer and the Chair of the Board regarding their successors should either of them be disabled unexpectedly.
Succession Planning. Employee agrees that Employee’s duties and services to the Company include participating in good faith in the Company’s succession planning for Employee’s position, as directed by the Company’s Chief Executive Officer. Employee’s succession planning responsibilities may include, but are not limited to, Employee’s collaboration with the Company in identifying, evaluating and developing a successor for Employee’s position, as well as facilitating a smooth transition to such successor.
Succession Planning. The Board will consult with you in relation to the appointment of any successor to the role of Chairman, CEO or Managing Director of the Company, prior to the termination of your appointment in those roles.
Succession Planning. The Nomination & Governance Committee shall review leadership development initiatives and short and long-term succession plans for the CEO and other senior management positions, and will make recommendations to the Board with respect to such plans. The Board is responsible for the selection of the CEO, as well as policies regarding succession in the event of an emergency or the retirement of the CEO. Succession plans should take into consideration the various events or reasons that may require the appointment of successors and the procedures for making orderly and timely determination of successors. In assessing CEO candidates, including as part of its review of succession plans, the non-management Directors shall identify and periodically review the skills, experience and attributes that they believe are required to be an effective CEO in light of the Company’s business strategy, prospects and challenges.
Succession Planning. The President and Chief Executive Officer shall provide an annual report on succession planning and related personnel development recommendations to the Board or the Compensation Committee, including a short-term succession plan delineating temporary delegation of authority in the event that the President and Chief Executive Officer or any other executive officer is unexpectedly unable to perform his or her duties. Annual Performance Evaluation of the Board
Succession Planning. 13.1 The Contractor shall supply and maintain detailed succession plans at all times. The Contractor shall supply Client with an updated written report prior to or during the Management Talent Review sessions (referred to in Schedule 6), or in the absence of Management Talent Review Session, at least one every 4 (four) months.
Succession Planning. We believe that continuity of Dealer management and preservation of Dealer equity from one generation to the next benefits individual Dealers and the Bandag Alliance. Therefore, subject to a succession plan that you develop conforming to the guidelines prescribed in the Manual(s), and which we approve in advance, we will waive the other transfer provisions in Section 8 of this Agreement to allow you to carry out that plan. If you deviate from a succession plan we approved, we may reinstate all of the transfer requirements in Section 8.
Succession Planning. 36.1 When a police member provides in writing their intention to retire in advance of their retirement date, they shall be entitled to paid retirement leave consisting of a twenty six (26) week notice period comprised of seven hundred and twenty hours (720) hours work period and three hundred and twenty (320) hours of paid retirement leave. The retirement date must occur after January 1, 2020.
