Indian river succession plan
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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

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Indian river succession plan

INDIAN RIVER SUCCESSION PLAN

2005-2007


Indian river succession plan

GOAL

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


Candidates

CANDIDATES

  • 50 attended “kick off” in March

  • 10-15 will be selected as “high potentials”


Activities

ACTIVITIES

  • Attend 4 intensive training sessions

  • Engage in varied administrative tasks

  • Participate in mentoring activities with an IRSD administrator


Executive board

EXECUTIVE BOARD

  • Identify “high potentials”

  • Implement training program

  • Evaluate candidates’ performance

  • Brief Board of Education


Barriers

BARRIERS

  • Limited time

  • Funding

  • “Building manager” perception

  • Board of Education endorsement

  • No existing program


Targeted positions

TARGETED POSITIONS

  • Principal

  • Assistant principal

  • Central office supervisor


Communication

COMMUNICATION

  • Personal invitation

  • E-mail reminders

  • Building administrator “follow up”

  • Discussion at principals’ and Board of Education meetings


Success profile

SUCCESS PROFILE

  • Accents leadership, problem-solving, decision-making, and communication skills

  • Analyzes competencies, experiences, knowledge, and personal attributes

  • Reflects ISLLC standards


Qualifiers

QUALIFIERS

  • Leadership inventory

  • Written description of career aspirations

  • Principal’s support letter


Qualifiers1

QUALIFIERS

  • An essay re: choice to participate in Succession Planning Program

  • Peer’s defense of candidate’s inclusion in program


Succession initiative

SUCCESSION INITIATIVE

  • Training sessions based on analysis of candidates’ needs

  • Personalized development plans

  • Mentoring by district administrators

  • Job shadowing opportunities


Operational insights

OPERATIONAL INSIGHTS

  • Business - budgeting and financial management

  • Instruction - recognizing and maintaining effective instruction

  • Personnel - hiring, supervising and evaluating employees


Feedback

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

SUPPORT NETWORK

  • Administrative mentor

  • Executive board guidance

  • Building administrator coach

  • Central office links


Progress report

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

MEASURE OF SUCCESS

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


Indian river succession plan

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