Career and Succession Management for Energy and Utilities
Named backups for the roles that cannot be vacant.
What this looks like in energy and utilities
The parts of career and succession management that are specific to this sector, rather than general.
Competency-Led Progression
Where the next role depends on authorisation, not tenure.
What this coversHide
Competency-Led Progression
Where the next role depends on authorisation, not tenure.
What this coversHideIn energy and utilities, progression is gated by competency and authorisation rather than by time served. That makes the ladder unusually objective and unusually easy to leave undefined.
- Trainee
- Authorised operator or technician
- Senior technician
- Shift in-charge
- Operations or plant manager
- Authorisation levels mapped to role levels explicitly
- Competency assessment as the progression gate
- Project-to-operations and operations-to-project movement
- Shift in-charge and control room succession named
- Technical specialist routes alongside management routes
- Development started before the authorisation is needed
Shift in-charge succession deserves specific attention. It is the role where an unplanned exit most directly threatens continuity, and where readiness takes longest to build.
The general method — what career and succession management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the succession and leadership development page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.