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INDIAN RIVER SUCCESSION PLAN

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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  1. INDIAN RIVER SUCCESSION PLAN 2005-2007

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

  3. CANDIDATES • 50 attended “kick off” in March • 10-15 will be selected as “high potentials”

  4. ACTIVITIES • Attend 4 intensive training sessions • Engage in varied administrative tasks • Participate in mentoring activities with an IRSD administrator

  5. EXECUTIVE BOARD • Identify “high potentials” • Implement training program • Evaluate candidates’ performance • Brief Board of Education

  6. BARRIERS • Limited time • Funding • “Building manager” perception • Board of Education endorsement • No existing program

  7. TARGETED POSITIONS • Principal • Assistant principal • Central office supervisor

  8. COMMUNICATION • Personal invitation • E-mail reminders • Building administrator “follow up” • Discussion at principals’ and Board of Education meetings

  9. SUCCESS PROFILE • Accents leadership, problem-solving, decision-making, and communication skills • Analyzes competencies, experiences, knowledge, and personal attributes • Reflects ISLLC standards

  10. QUALIFIERS • Leadership inventory • Written description of career aspirations • Principal’s support letter

  11. QUALIFIERS • An essay re: choice to participate in Succession Planning Program • Peer’s defense of candidate’s inclusion in program

  12. SUCCESSION INITIATIVE • Training sessions based on analysis of candidates’ needs • Personalized development plans • Mentoring by district administrators • Job shadowing opportunities

  13. OPERATIONAL INSIGHTS • Business - budgeting and financial management • Instruction - recognizing and maintaining effective instruction • Personnel - hiring, supervising and evaluating employees

  14. 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

  15. SUPPORT NETWORK • Administrative mentor • Executive board guidance • Building administrator coach • Central office links

  16. PROGRESS REPORT • Mentors’ and executive board members input re: participants’ leadership growth • High potentials’ portfolios • Executive board recaps of training sessions • # program participants hired

  17. MEASURE OF SUCCESS The number of high-potential candidates still employed by the district after five years

  18. Questions?

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