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INDIAN RIVER SUCCESSION PLAN. 2005-2007. GOAL. To groom existing teachers and staff members to become administrators at the school and district level. CANDIDATES. 50 attended “kick off” in March 10-15 will be selected as “high potentials”. ACTIVITIES. Attend 4 intensive training sessions
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INDIAN RIVER SUCCESSION PLAN 2005-2007
GOAL To groom existing teachers and staff members to become administrators at the school and district level
CANDIDATES • 50 attended “kick off” in March • 10-15 will be selected as “high potentials”
ACTIVITIES • Attend 4 intensive training sessions • Engage in varied administrative tasks • Participate in mentoring activities with an IRSD administrator
EXECUTIVE BOARD • Identify “high potentials” • Implement training program • Evaluate candidates’ performance • Brief Board of Education
BARRIERS • Limited time • Funding • “Building manager” perception • Board of Education endorsement • No existing program
TARGETED POSITIONS • Principal • Assistant principal • Central office supervisor
COMMUNICATION • Personal invitation • E-mail reminders • Building administrator “follow up” • Discussion at principals’ and Board of Education meetings
SUCCESS PROFILE • Accents leadership, problem-solving, decision-making, and communication skills • Analyzes competencies, experiences, knowledge, and personal attributes • Reflects ISLLC standards
QUALIFIERS • Leadership inventory • Written description of career aspirations • Principal’s support letter
QUALIFIERS • An essay re: choice to participate in Succession Planning Program • Peer’s defense of candidate’s inclusion in program
SUCCESSION INITIATIVE • Training sessions based on analysis of candidates’ needs • Personalized development plans • Mentoring by district administrators • Job shadowing opportunities
OPERATIONAL INSIGHTS • Business - budgeting and financial management • Instruction - recognizing and maintaining effective instruction • Personnel - hiring, supervising and evaluating employees
FEEDBACK • Interviews with Executive Board members following quarterly training sessions • Discussion of each candidate’s skills as compared to the district’s success profile • “Shadowing” debriefings
SUPPORT NETWORK • Administrative mentor • Executive board guidance • Building administrator coach • Central office links
PROGRESS REPORT • Mentors’ and executive board members input re: participants’ leadership growth • High potentials’ portfolios • Executive board recaps of training sessions • # program participants hired
MEASURE OF SUCCESS The number of high-potential candidates still employed by the district after five years