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Published byMaya Fitzgerald
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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 Principals support letter
QUALIFIERS An essay re: choice to participate in Succession Planning Program Peers defense of candidates 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 candidates skills as compared to the districts 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
Five -Year Strategic Title I School Plan. Session Objectives Review the five year components utilizing the rubric Organize actions steps to meet the requirements.
SUCCESSION PLANNING ~ DELAWARE STYLE Appoquinimink, Capital and Indian River
Succession Planning November 3, 2006 Presented By: Lou Ann Carlson.
STATE ACTION FOR EDUCATION LEADERSHIP PROJECT SUCCESSION PLANNING Jacquelyn O. Wilson, Ed.D Coordinator of Graduate Education Wilmington College SAELP.
Appoquinimink School District Succession Benefits the staff person, the school and the district A MIND THAT IS STRETCHED BY A NEW EXPERIENCE.
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Open Future Doors through Succession Planning Principal? Curriculum Supervisor? Assistant Superintendent? Special Services Director?
Session 4: Classroom MBI Team Training Presented by the MBI Consultants.
Key Concepts Collaboration with business, education, rehabilitation (VR) and DD Collaboration with business, education, rehabilitation (VR) and DD Braided.
Developing the Teaching Portfolio Carol Tresolini, Ph. D
Goals-Based Evaluation (GBE)
Resident Assistant (RA) 8 month 9 month 12 month LLC floors Maintenance Assistant (MA) 9 month only Desk Manager (DM) 8 month 9 month.
Skills Community Development & Relationship Building Communication Problem Solving Planning/Administrative Teamwork Dedication to Learning.
TEN TOP THINGS EVERY INSTRUCTIONAL LEADER SHOULD KNOW.
Prepared by: Linda Iacobellis, BA Assistant Principal
Service Excellence & Competencies 21 February 2014 VPHC, Pontiac Land Group, 21 February 2014.
A relentless commitment to academic achievement and personal growth for every student. Redmond School District Graduates are fully prepared for the demands.
360-degree Look at Me The Leadership Effectiveness Inventory (LEI)
Knows and performs Illinois Professional Teaching Standards including working with diverse learners Demonstrates basic competency in planning, instruction,
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