Specifications include, but are not limited to: 1. Develop a succession plan that will result in a career development path for each classification. The career development path will focus on the core competencies needed to be successful at the next level. 2. Provide recommendations and strategies for implementing the plan. 3. Develop an Orientation and Communications Plan that addresses current staff as well as new hires. 4. Develop guidelines for a succession plan committee that will address participant criteria and selection, participant retention, and other policy impact. 5. Develop strategies for gaining employee buy-in and managing negativity around the plan. 6. Provide copies of the succession plan. 7. Present the plan to the staff and Board of Commissioners if requested.