Diseño de un plan de carrera y sucesión para los cargos críticos de la Empresa Municipal de Aseo y Recolección de Cuenca. Periodo noviembre 2024 - febrero 2025.

Abstract

The research aimed to design a career and succession plan for EMAC-EP’s critical positions, ensuring operational continuity and reducing risks from key staff turnover. A qualitative approach was applied through semi-structured interviews with executives and documentary analysis of job descriptions. Fifteen critical positions (≥410 points) were identified, classified into executive, managerial, and operational levels, all essential for organizational sustainability. A seven-phase model was proposed: defining promotion criteria, creating a professional development plan, implementing a structured succession system, leadership training, process documentation and knowledge transfer, top management support, and continuous monitoring. The main finding revealed the absence of a formal succession system, relying instead on temporary appointments and experience-based promotions. Implementing the plan would strengthen talent retention, minimize risks from unexpected vacancies, and enhance efficiency in service delivery. This framework is replicable in municipal organizations with similar levels of position criticality.