Leadership Succession Plan

This plan provides a clear framework for leadership succession within Orapuh, ensuring that the organisation continues to thrive and fulfil its mission in the field of oral and public health.

Purpose: To ensure a smooth and efficient transition of leadership within Orapuh, preserving the organisation’s mission and values, while promoting continuity and stability.

Scope: This plan applies to all leadership positions within Orapuh, including but not limited to the President/Chief Academic Officer, Registrar/Director of Administration and Finance, Directors, and other key leaders.

1. Governance Structure

Oversight and Academic Board (OAB):

• The OAB is the primary decision-making body responsible for the governance of Orapuh.
• The OAB ensures adherence to the organisation’s mission, vision, and strategic goals.
• The OAB is composed of distinguished members with expertise in oral and public health, education, research, and related fields.
• The OAB reserves the right to maintain an updated and dynamic membership composition by co-opting deserving members who are knowledgeable about the work and administration of Orapuh when appropriate.

2. Role of the President/Chief Academic Officer (CAO)

• The President/CAO of Orapuh is the highest executive officer and is always a member and the Chairman of the OAB.
• The President/CAO provides strategic leadership, represents the organisation globally, and ensures the implementation of OAB’s policies and directives.
• The position of the President/CAO is held for life, unless the individual voluntarily steps down or is declared incapable of continuing in the role due to ongoing misdemeanors, flagrant disregard for Orapuh’s values and rules, or severe incapacity as determined by the OAB.

3. Role of the Registrar/Director of Administration and Finance (DAF)

• The Registrar/DAF is responsible for overseeing administrative, financial, and operational functions within Orapuh.
• The position of the Registrar/DAF is held for life, unless the individual voluntarily steps down or is declared incapable of continuing in the role due to ongoing misdemeanors, flagrant disregard for Orapuh’s values and rules, or severe incapacity as determined by the OAB.

4. Nomination and Ratification Process

• Nomination by the President/CAO:
  • The President/CAO nominates candidates for all leadership positions within Orapuh, including the Registrar/DAF, Directors, and other key leaders.
  • Nominations are based on merit, experience, and alignment with Orapuh’s mission and values.
  • The person nominated for the post of the President/CAO must be a member of the OAB from inception.
  • The person nominated for the post of the Registrar/DAF must also be a member of the OAB from inception.
• Screening and Scrutiny by the OAB:
  • The OAB screens and scrutinises all nominations made by the President/CAO.
  • The screening process involves evaluating the qualifications, experience, and suitability of the nominees.
• Ratification by the OAB:
  • After thorough evaluation, the OAB ratifies the President/CAO’s selections.
  • Ratification requires a majority vote from the OAB members.

5. Succession Plan for the President/CAO and Registrar/DAF

• Identification of Potential Successors:
  • Potential successors for the President/CAO’s and Registrar/DAF’s roles are identified based on leadership qualities, experience, and commitment to Orapuh’s mission.
• Emergency Succession:
  • In case of an unexpected vacancy in the President/CAO’s position, the Registrar/DAF or a designated senior leader will serve as Acting President/CAO until a new President/CAO is appointed.
  • In case of an unexpected vacancy in the Registrar/DAF’s position, a designated senior leader will serve as Acting Registrar/DAF until a new Registrar/DAF is appointed.
• Permanent Succession:
  • The OAB convenes a special session to nominate and appoint a new President/CAO or Registrar/DAF.
  • The appointment process involves the same screening, scrutiny, and ratification procedures as other leadership positions.

6. Development and Training

• Leadership Development:
  • Orapuh invests in the development of future leaders through training, mentorship, and professional development programmes.
  • Potential leaders are provided with opportunities to enhance their skills and knowledge in leadership, management, and governance.
• Continuous Learning:
  • Leaders at Orapuh are encouraged to engage in continuous learning to stay abreast of developments in oral and public health, education, and research.

7. Communication and Transparency

• Internal Communication:
  • The succession plan is communicated to all members of Orapuh to ensure transparency and clarity.
  • Regular updates on leadership development and succession planning are provided to the OAB and the broader organisation.
• External Communication:
  • Key stakeholders, including partners, donors, and the public, are informed about leadership changes and the succession process to maintain trust and confidence in Orapuh.

8. Review and Evaluation

• Regular Review:
  • The succession plan is reviewed regularly by the OAB to ensure its effectiveness and relevance.
  • Feedback from stakeholders and lessons learned from past transitions are incorporated into the plan.
• Continuous Improvement:
  • The OAB commits to continuous improvement of the succession plan to address emerging challenges and opportunities in leadership transitions.

9. Tenure of Other Officers

• The tenure of all other officers, including Directors, is subject to their performance on the job and at the discretion of the President/CAO.
• Regular performance evaluations are conducted to ensure alignment with Orapuh’s goals and standards.

10. Conclusion

Orapuh’s leadership succession plan ensures a strategic and systematic approach to leadership transitions, fostering stability and continuity within the organisation. By empowering the OAB with the responsibility of screening and ratifying leadership nominations, Orapuh maintains a robust governance framework that aligns with its mission and values.