1. Research Objectives:1.1 State concisely and realistically what this research is intended to achieve and/or what hypothesis to be testedThis study is intended to describe and explain the Succession Planning as a nursing strategic project in sustaining nursing leadership positions within E1 Healthcare Cluster Facilities2. Introduction:2.1 Briefly describe the background to the current proposal based on the existing literatureThe Saudi Government had implemented a strategy to increase the number of Saudi Citizens in the workforce including nursing and healthcare sector in compliance with Saudi Arabia mission 2030. This could be a challenge for some of the health organizations in Saudi Arabia due to its long-term reliance on an expatriate in nursing workforce and also lack of well-organized strategic plan to develop those nurses with knowledge and skills in order to be ready for any leadership positions.The development of nursing management is a major challenge for healthcare organization. Yoder-Wise and Kowalski (2006) noted that nurses in senior nursing leadership and management are limited in availability and costly to recruit and as a result, front-line and middle management positions are commonly filled by under-prepared and under-skilled nurses. Although Bolton and Roy (2004) considered that the time is overdue for healthcare organizations to establish sound systems of succession planning but there is always a strong need to create an organizational policy with clear strategic plan for training and developing all nurses at different levels mainly those on middle line and executive nursing positions.Wolfe (1996) defined succession planning as the systematic step or design that allows for one to follow another in time or in place and a defined program that an organization systemizes to ensure leadership continuity for all key positions by developing activities that will build personal talent from within.Proactive succession planning is a key strategy for highlighting the impending shortage of Nurse leaders in Saudi Arabia. Such planning involves identifying high potential individuals and formally developing them to assume leadership roles. A primed pipeline of competent nurses prepared to step into leadership roles may reduce recruiting expenses, increase leadership continuity, and decrease role-transition stress.The 1st Eastern Healthcare Cluster (E1 Cluster) in Saudi Arabia had placed nursing recruitment and succession planning as a top priority and one of the strategic goals. Professional Development in E1 Cluster had prepared a full succession planning project adopting Structure- Process- Outcome model and applied some theories such as Kolb theory, Gibbs Reflection theory and Transformative Learning Theory.2.2 State concisely the importance of this researchThis study will explain this project and how E1 Cluster has implemented the succession planning during 2020 and measure its effectiveness to ensure that all Saudi nurses candidates under succession planning are well developed and trained to be competent leaders in knowledge, skills and attitude in the near future. Furthermore, Nursing Affairs and Professional Development Department in E1 Healthcare Cluster will decentralize this project to maintain and sustain it through each facility.
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