Career and Succession Management for Facility Management
Named backups for the roles that cannot be vacant.
What this looks like in facility management
The parts of career and succession management that are specific to this sector, rather than general.
Careers From Site to Contract
Progression for staff deployed across client premises.
What this coversHide
Careers From Site to Contract
Progression for staff deployed across client premises.
What this coversHideFacility management staff often see the client site as the limit of their world. A career route that crosses sites and contracts is what converts a job into a reason to stay.
- Site staff
- Senior or specialist staff
- Site supervisor
- Site in-charge
- Contract or cluster manager
- Progression criteria stated and applied across contracts
- Movement between sites treated as development, not reassignment
- Supervisor capability built before deployment, not after
- Technical specialisms - HVAC, electrical, soft services - as routes
- Contract manager succession mapped per cluster
- Client-facing skills developed for supervisory roles
Contract manager succession is the commercial risk. These individuals hold the client relationship, and an unplanned exit is a contract retention issue rather than a staffing one.
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 facility management.
Other HR topics for facility management
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 facility management, or another industry.