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Planning for Succession: A Case Study in Process

Planning for Succession: A Case Study in Process. Diane Nelson Bryen Institute on Disabilities Temple University Directors’ Retreat May 29 - June 1, 2007. Some Givens. Retire June 30, 2008 5-year core grant due – opportunity for succession planning: vision & successor

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Planning for Succession: A Case Study in Process

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  1. Planning for Succession: A Case Study in Process • Diane Nelson Bryen • Institute on Disabilities • Temple University • Directors’ Retreat • May 29 - June 1, 2007

  2. 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

  3. Some Guiding Thoughts • Succession NOT Replacement

  4. What is the Difference? • Succession=Process 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. • Replacement=the act of furnishing an equivalent person or thing in the place of another

  5. Some Guiding Definitions • Succession Planning=a 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

  6. 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

  7. Process to Date: Continued • Applications Reviewed - January 2007 • Four Applicants Interviewed - February 2007 • Two Applicants’ names passed to Dean - End of February • Faculty v. UCEDD staff?? • Negotiations in Dean’s Hands - April to date • Tenure for applicant in process • Plans for transition time

  8. 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

  9. 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

  10. Questions • ? ? ? ?

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