Planning for Succession: A Case Study in Process

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Planning for Succession A Case Study in Process

• Diane Nelson Bryen
• Institute on Disabilities
• Temple University
• Directors Retreat
• May 29 - June 1, 2007

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Some Givens

• Retire June 30, 2008
• 5-year core grant due opportunity for
  succession planning vision successor
• Executive Director - not from within the UCEDD
• National search
• Administrative home - College of Education
• Tenure-track position
• 1-year of transition

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Some Guiding Thoughts

• Succession NOT Replacement

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What is the Difference?

• SuccessionProcess in which communities of plant
  and animal species in a particular area are
  replaced over time by a series of different and
  usually more complex communities.
• Replacementthe act of furnishing an equivalent
  person or thing in the place of another

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Some Guiding Definitions

• Succession Planninga critical task facing an
  organization planning for succession in key
  roles, e.g. the CEO or Director
• Transition passage the act of passing from one
  state or place to the next

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Process to Date

• Worked with Dean, College of Education
• Tenure-track position approval - May 2006
• Strategic Planning for Core Grant - September
  2006
• Vision characteristics of the next E.D.
• Developed initial job description with management
  staff - September 2006
• Negotiation with Dean regarding job description -
  May - December 2006
• Established search committee
• Chair and representation from College UCEDD

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Process to Date Continued

1. Applications Reviewed - January 2007
2. Four Applicants Interviewed - February 2007
3. Two Applicants names passed to Dean - End of
   February
4. Faculty v. UCEDD staff??
5. Negotiations in Deans Hands - April to date
6. Tenure for applicant in process
7. Plans for transition time

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Future Some Lessons Learned

• Tenure-track position -- changes the ground rules
  and the scope of players
• Pace of College different from pace of UCEDD
• Staff of UCEDD not always in agreement with
  faculty of College
• Change??? -- Succession OR More of the Same??? --
  Replacement
• Transition??? - Yet to be determined

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Final Thoughts

• Succession-planning takes time - start early
• Include strategic planning in your annual plan
• Focus on vision, qualities, steps
• Work with University Administration goal
  tenure-track position
• Plan for the slower process if tenure-track
  faculty position is the goal

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• Questions
• ? ? ? ?