Succession Plan 2006

1
Succession Plan 2006

• What does this mean for the Sussex Academy?

2
What is succession planning?

• Strategic plan to identify and develop people for
  target levels who could fill a variety of
  leadership positions.
• Holistic approach to developing leadership skills
  and potential in-house.
• A move away from a replacement planning model.

3
Where have we been ?

• Our Executive Board utilized retired district
  administrators who had vast knowledge of the
  integral parts of school leadership from building
  to district office to DOE networking.
• Team Leaders have been part of the decision
  making process since our inception.
• Staff members have been on a variety of
  committees, thus, also a part of the decision
  making process.

4
Whats Happening?

• Dr. Oliphant is NOT retiring!
• We are participating in a program for succession
  planning. The objective is to establish a pool
  of potential candidates for leadership positions
  within the school and throughout the state.
• We have been awarded a two-year grant of 2500.00
  
• Provides
• Funds for substitutes while attending the
  bi-monthly meetings
• Release time for teachers
• Support for participants of training programs

5
SAELP?State Action for Educational Leadership
Project

• We have written a plan
• We have identified our first pool of candidates
  as our team leaders
• Given team leaders opportunities to participate
  in more relevant operational experiences.
• Networked with other districts about planning,
  barriers, training, and documents to aid in the
  process.
• Developed a profile of specific competencies,
  experiences, and knowledge for each of our key
  leadership roles.
• Website www.doe.k12.de.us - click on new to
  this site

6
Relevant operational experiences. . .

• Coordinating and administering the summer school
  program
• Learning the administration of eSchoolPlus
• Become part of the school finance committee
• Inclusion in school improvement and the Quality
  Review process
• DSTP coordination, reporting, and evaluation of
  the data
• Student and school accountability
• Grant information, how to obtain grants, how to
  monitor a grant
• Other school administrative duties

7
Implementation of our model

• Administrative mentor programs and opportunities
  to shadow an administrator.
• Reflect upon our progress and amend the plan as
  necessary
• Have our potential candidates rotate through
  different jobs
• Further develop and fine-tune our evaluation
  process
• Participate in professional development
  opportunities, clusters, college course work,
  participation in the Delaware Assessment Center
  activities
• Participation in sister district workshops for
  aspiring administrators.

8
Where are we going?

• Goals for 2006 include
• Identification and inclusion of additional
  candidates in the future
• Establish a knowledgeable and skillful pool of
  aspiring administrators.
• Development of a plan to sustain the succession
  initiatives beyond the grant timeframe.

9
Questions?

• How will this plan affect me?
• Will other people have opportunities to
  participate or inform administrators of an
  interest in succession?
• Others?