1. Succession Planning

2. Wrap your head around it1
Wrap your head around it

3. Think about it What How Where Who What do you do?
What do you expect from your successor?
What qualities are most important to the job?
What qualifications will be required?
How
How is the process for a search developed?
How is the search process implemented?
Where
Where will you look for a replacement?
Who
Who will conduct the search?
Engage staff or key volunteers

4. 2
Do it

5. Action Plan
Time Line
Decide when you will retire, work backwards from there
Develop tools to keep all on task (who owns the process?)
Communicate regularly
Be prepared for delays and changes
Adjust as necessary
Be transparent to staff, volunteers
Don’t take anything personally

6. Action Plan Search Follow Time line and process already established
Spend some money to post on Indeed, local paper, social media
Appoint one person to collect and initially review resumes (reject non starters)
Take time to review and discuss resumes (each pick top three)
Develop phone and face to face interview questions for candidates
Allow time for face to face interviews and debriefing (scored or not?)
Agree on top candidate and offer position

7. 3
Retire