INDIAN RIVER SUCCESSION PLAN

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INDIAN RIVER SUCCESSION PLAN

• 2005-2007

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GOAL

• To groom existing teachers and staff members to
  become administrators at the school and district
  level

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CANDIDATES

• 50 attended kick off in March
• 10-15 will be selected as high potentials

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ACTIVITIES

• Attend 4 intensive training sessions
• Engage in varied administrative tasks
• Participate in mentoring activities with an IRSD
  administrator

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EXECUTIVE BOARD

• Identify high potentials
• Implement training program
• Evaluate candidates performance
• Brief Board of Education

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BARRIERS

• Limited time
• Funding
• Building manager perception
• Board of Education endorsement
• No existing program

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TARGETED POSITIONS

• Principal
• Assistant principal
• Central office supervisor

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COMMUNICATION

• Personal invitation
• E-mail reminders
• Building administrator follow up
• Discussion at principals and Board of Education
  meetings

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SUCCESS PROFILE

• Accents leadership, problem-solving,
  decision-making, and communication skills
• Analyzes competencies, experiences, knowledge,
  and personal attributes
• Reflects ISLLC standards

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QUALIFIERS

• Leadership inventory
• Written description of career aspirations
• Principals support letter

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QUALIFIERS

• An essay re choice to participate in Succession
  Planning Program
• Peers defense of candidates inclusion in program

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SUCCESSION INITIATIVE

• Training sessions based on analysis of
  candidates needs
• Personalized development plans
• Mentoring by district administrators
• Job shadowing opportunities

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OPERATIONAL INSIGHTS

• Business - budgeting and financial management
• Instruction - recognizing and maintaining
  effective instruction
• Personnel - hiring, supervising and evaluating
  employees

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FEEDBACK

• Interviews with Executive Board members following
  quarterly training sessions
• Discussion of each candidates skills as compared
  to the districts success profile
• Shadowing debriefings

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SUPPORT NETWORK

• Administrative mentor
• Executive board guidance
• Building administrator coach
• Central office links

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PROGRESS REPORT

• Mentors and executive board members input re
  participants leadership growth
• High potentials portfolios
• Executive board recaps of training sessions
• program participants hired

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MEASURE OF SUCCESS

• The number of high-potential candidates still
  employed by the district after five years

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Questions?