Appoquinimink School DistrictSuccession2004-2007

Benefits the staff person, the school and the district

A MIND THAT IS STRETCHED BY A NEW EXPERIENCE CAN NEVER GO BACK TO ITS OLD

DIMENSIONS. Oliver Wendell Holmes

Increased enrollment increases theneed for quality leaders

• The superintendent articulates the vision

• District leaders and teachers actualize the vision

• Effective teachers who are teacher leaders should be offered the opportunity to become building leaders and thereby the vision will continue

Getting Started

• Attend statewide RFP information session (you are here!)

• Put together a team of key administrators

• Develop and submit the plan

• Present the plan to the board---show the benefits especially from the instruction focus

Making the process work

• Assess the projected administrative needs over a five year period---2005 to 2011

• What are the qualities and attributes necessary to succeed as a Leader in Appoquinimink School District?

• Advertise for potential candidates

• Develop a plan for each target group: Assistant principals preparing for principals…….. And High potential teachers preparing for Assistant

principals…..Aspiring administrators preparing for high potentials.

Making the right choices

• Principal recommendations

• Self selection/ references

. Review past evaluations

. Assess their district wide commitment and involvement

and then------------------

Professional Development

• Goal setting conferences(The tragedy in life doesn’t lie in not reaching your

goal, instead it lies in having no goal to reach.) Benjamin Mays

• Analyzing strengths and weaknesses of the individuals to discern the path forward.

• Develop the yearly plan and request for Instructors.( district administrators)

Targeted Professional developmentmost training is done by district

administrators• Teacher leaders-focus upon defining their

leadership style and a comprehensive review of what an effective leader is and DOES.

• High Potentials—Selected from among the teacher leaders

• Assistant Principals—survey those currently in the position to ascertain those aspiring to be principals

Sessions for Professional Development

• Developing relationships with your partners (Public relations administrator )

• Understanding the unit count and staffing

• School climate and safety

• Interviewing techniques ( HR director)

• Legal issues in special education

Professional Development cont’d.

• Managing the budget

• Governance and ethics

• Working with AEA ( bargaining unit)

• Managing the facility

Professional Development cont’d

• Literary discussions example( What great principals do differently?)

• Individual Assessments

• Portfolio discussion

Summer Sessions/Projects

• Developing grading handbook

• Co-chair high school transition committees

• Assist with full day Kdgn. transition

• Scheduling

• Facilitate interview teams

Leadership Strands

• Establishing benchmarks using ISLLIC

• Identifying professional development topics

• Assigning coaches/ mentors

• Establishing individual conference /goal setting dates

Leadership characteristics • Self assessment

• What is your Leadership Quotient? Are you-------• Consistent• Loyal• sensitive• Responsive• Inclusive• Decisive• Open to change• A manager of time

• Conferences will be held at least three times during the year or more if requested.

Support and sustain leadership capacity

• Encourage participants to apply for positions ( principals and assistant principals)

• Require attendance at pre- board meetings

• Schedule support conferences when participants move to new positions.

• Monthly meetings will address areas previously identified for leadership development.

• The pool of participants will be replenished as needed

• Succession process will be evaluated.

Why succession?

• A sound succession plan demonstrates that we respect and appreciate our people!

• and• Creates a cadre of leaders that have

documented instructional skills and knowledge, understands the system, internalizes the vision and works to achieve the mission------They can be first day productive!!!!!!!!

The numbers

• Nine Assistant principals

• Two administrative interns

• Ten high potentials

To fill the vacancies

• One new high school opening 2007

• One new middle school opening 2008

• PROJECTIONS------

A new elementary school and a -----

New early childhood center

SuccessionWhat are the challenges?

Time required of plan facilitators?

Budgetary constraints

Providing Mentoring experiences

But

• It is worth the time