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 Principals support letter

11. QUALIFIERS An essay re: choice to participate in Succession Planning Program Peers defense of candidates 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 candidates skills as compared to the districts 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?