Succession Planning November 3, 2006

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Succession PlanningNovember 3, 2006

• Presented By Lou Ann Carlson

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The StartSummer 2005 Training

• Philosophical Agreement
• Replacement
• Can fill a specific position tomorrow
• Succession
• Developing people for target levels who could
  fill a variety of leadership positions

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Need

• Task Force for Recruitment and Retention of
  School Leaders Task Force on Working Conditions
  of School Leaders Develop pool of highly
  qualified candidates
• District Level Need

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Buy-In

• School Board and Superintendent
• If it is IMPORTANT to you, it is IMPORTANT to
  me!

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Responsibilities

• In Addition To
• A commitment to Succession Planning
• Mini-Grant Writing
• Bi-monthly meetings
• Professional Development Planning

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Planning
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Planning Year 1(2005-2006)

• Identified Pool was Assistant Principals at
  both the elementary and secondary level
• Year long professional development plan
• Topic Instructional Leadership

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Reflection on Year 1

• Importance of Bi-Monthly Meetings
• Sharing and collaborating with other Districts
• Continuation of Professional Development
• Changes included expansion of pool to include
  more administrators
• Formalized candidate recruitment identification
  from teacher pool

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Planning Year 2(2006-2007)

• Participation in Aspiring School Leader
  Internship Program
• Guiding Principles
• Allows learner to assume an active role
• Aligns with the Delaware ISLLC Standards
• Reflects real problems and improvement efforts in
  schools, districts and social service agencies
• Honors the collaborative nature of leadership

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Planning Year 2

• POOL TEACHERS
• 9 Teachers participated in the Internship Cluster
  during the summer of 2006
• Benefits to both teachers and administrators

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Planning Year 2

• POOL ADMINISTRATORS
• School Leader Cluster for ALL Caesar Rodney
  Administrators
• LEARNING TEAMS
• Development of role understanding and
  collaboration

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STRUGGLES

• Time Resources

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Benefits

• Enhancement of success profiles in terms of
  Knowledge Experiences and Competencies
• Development of a more qualified pool of teacher
  leaders prepared to move into a number of school
  leadership positions
• Development of a more qualified pool of
  administrators to move into district level
  leadership positions

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How to Start

• The basic premise is to START.
• It is fine to start small
• Manageable steps
• Celebrate small, incremental growth
• Constant attention to buy-in with School Board,
  School Leaders, and Teachers

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First Step

• Support from School Board and Superintendent
• Shared Leadership Involvement of others
• REFLECTION, CHANGE, AND CELBRATION

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Questions?

• Resources
• Other Districts
• Professional Development
• Wallace Foundation web-site