Succession Planning Policy

Title: Succession Planning Policy

Date of issue: 24th May 2011
Review Date: 05th April 2012
Version: 1.0
Status: Final Succession Planning Policy

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Table of Contents

1 Introduction ................................................................................... 3

1.1 Background ..................................................................................... 3
1.2 Related Policies ................................................................................ 3
1.2.1 Internal Vacancies ............................................................................. 3

2 Policy .......................................................................................... 4

2.1 Key Positions ................................................................................... 4
2.2 Contents of plan ................................................................................ 4 Succession Planning Policy

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1 Introduction
1.1 Background

United Arab Bank was established as a joint stock company in Sharjah in 1975 by a
group of UAE citizens. The Bank has become a well respected solutions provider for
a growing commercial and industrial base across the United Arab Emirates. Through
its head office in Sharjah and its twelve branches throughout the UAE, United Arab
Bank has provided commercial, retail and Islamic banking facilities to local residents.

There are certain positions within United Arab Bank that are key to the Banks future
and development. It is important, therefore, that these positions have the best
possible individual filling them and that there is minimal vacancy in the position.

1.2 Related Policies

Two Related Policies in the United Arab Bank Employee Handbook

1.2.1 Internal Vacancies

Employees are given first preference to apply for vacancies. Whenever a vacancy
arises within the Bank, details of the vacancy are communicated through an Internal
Vacancy Note circulated to all employees and displayed on employee notice boards.
All employees completing one year of service with the Bank and fulfilling the required
criteria for the position may apply by completing the Internal Vacancy Form and
forwarding it directly to the Human Resources Department.

It should be noted, though, that any employee applying for an internal vacancy must
meet all the requirements for the role and not just the one year of service
requirement as stated above.

1.2.2 Manpower Planning

UAB plans its manpower needs as far ahead as possible. Thus, the bank will
endeavour to maintain a required number of employees, possessing the necessary
skills, experience, and qualifications, to efficiently carry out its operations. Succession Planning Policy

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2 Policy
It is United Arab Bank policy to ensure that, for each key position, there is a
documented succession plan to cover the eventuality of the individual that holds that
position no longer being employed by the Bank.

In keeping with United Arab Bank manpower planning and internal vacancy policies,
job succession planning will be conducted and monitored by the relevant line or
department management in conjunction with Human Resources. Managers will
identify individuals in their area who demonstrate superior performance and potential
for future promotion based on their performance development reviews (PDR) and
relevant job competencies as defined in the current and next level job descriptions.
These individuals will be especially monitored to assess any training and
development needs or any other job-related assistance in order to prepare them for
the next level job whenever it becomes available. Line management and Human
Resources will work together to identify and support these individuals and, wherever
possible, United Arab Bank will strive to follow this internal succession planning to
promote from within existing employee ranks.

2.1 Key Positions

Key positions are identified as follows:

Chief Executive Officer;
Deputy Chief Executive Officer;
Chief Risk Officer;
All Executive Vice Presidents;
Financial Controller;
Chief Auditor.

Succession plans may be prepared for other positions within the Bank at the
discretion of the Head of the Department concerned.


2.2 Contents of plan

The succession plan must be set out in writing and reviewed at least annually. The
plan must be agreed by the Chief Executive Officer and the Head of Human
Resources and a copy kept in the Human Resources files.

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The succession plan will consider the following points:
An up to date Job Description;
Minimum qualification requirement;
Minimum experience and personal characteristics;
Internal possibilities and their stage of development;
External possibilities;
Head-hunters relevant for the role;
Interim solutions.