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Succession Planning November 3, 2006

Succession Planning November 3, 2006. Presented By: Lou Ann Carlson. “The Start” Summer 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. Need.

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Succession Planning November 3, 2006

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  1. Succession PlanningNovember 3, 2006 Presented By: Lou Ann Carlson

  2. “The Start”Summer 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

  3. 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

  4. “Buy-In” • School Board and Superintendent • “If it is IMPORTANT to you, it is IMPORTANT to me!”

  5. Responsibilities “In Addition To………” A commitment to Succession Planning • Mini-Grant Writing • Bi-monthly meetings • Professional Development & Planning

  6. Planning

  7. 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

  8. 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”

  9. 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

  10. Planning: Year 2 • POOL: TEACHERS • 9 Teachers participated in the Internship Cluster during the summer of 2006 • Benefits to both teachers and administrators

  11. Planning: Year 2 • POOL: ADMINISTRATORS • School Leader Cluster for ALL Caesar Rodney Administrators • LEARNING TEAMS • Development of “role understanding” and collaboration

  12. STRUGGLES • Time & Resources

  13. 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

  14. 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

  15. First Step • Support from School Board and Superintendent • Shared Leadership: Involvement of others • REFLECTION, CHANGE, AND CELBRATION

  16. Questions? • Resources • “Other Districts” • Professional Development • Wallace Foundation web-site

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