Download or read book School Administrator Succession Planning written by Lou L. Sabina and published by IAP. This book was released on 2023-01-01 with total page 291 pages. Available in PDF, EPUB and Kindle. Book excerpt: Across the United States and globally, school districts are regularly facing a shortage of both willing and highly qualified candidates to assume positions as school leaders. A number of factors have contributed to this shortage including but not limited to: (1) retiring baby boomers leaving P-12 schools (ex. Aaronson & Meckel, 2009; Carlson, 2004; Parylo & Zepeda, 2015; Wiedmer, 2015), (2) shifting demographics and population changes across the United States workforce and schools (ex. Betts, Urias, & Betts, 2009; Brimley, Garfield, & Verstegen, 2005; Brown, 2016; Miller & Martin, 2015; Mordechay & Orfield, 2017), (3) increasing demands for school administrators making the position less desirable (ex. Grissom, Loeb, & Mitani, 2015; Lortie, 2009; Norton, 2002; Yan, 2019), and (4) the shift of schools to 21st Century Learning centers, which have changed the role of school administrators (ex. Crow, Hausman, & Scribner, 2002; Huber, 2014). According to the National Bureau of Labor Statistics, the current demand for school principals continues to increase (Occupational Outlook Handbook, 2019) and will accelerate in the coming 10-20 years. Because of the high need for school administrators, many schools and school districts are creating unique, targeted, and innovative programs to find principals who can meet the changing needs in our school system.
Download or read book Succession Planning written by Christopher M. Parfitt and published by Rowman & Littlefield. This book was released on 2022-12-13 with total page 169 pages. Available in PDF, EPUB and Kindle. Book excerpt: Succession planning is a concept not well known nor used in education. Businesses, non-profit entities, medical organizations, and the military have used many of the concepts for decades with varying degrees of success. A framework and practical guidelines are provided for anyone with hiring authority or interest in leadership development in educational organizations. The identification of future talent, the targeted and specific development and mentoring, and the retention of the most promising employees comprise the three major components to a quality plan. Most importantly, the unique organizational culture must be considered across every phase. A lack of planning can be costly and detrimental to performance, which in an educational setting equates to lower student achievement. A quality succession plan can be used to foster engagement from all levels of stakeholders and ensure qualified individuals are prepared to assume positions of greater authority at every level of the organization. There is no universal answer, no “one-size-fits-all” approach; however, with strategic initiatives and the proper support from senior leaders, a leadership pipeline can be established in any educational organization, not just for the present, but for future needs.
Download or read book Succession Planning written by Ryan C. Sherman and published by . This book was released on 2009 with total page 83 pages. Available in PDF, EPUB and Kindle. Book excerpt: The intent of this study was to discover the methods utilized in planning for leadership succession within the school districts in the Warren-Saratoga-Washington-Hamilton-Essex (WSWHE) BOCES geographic region. The research informed us that 65% of boards of educations believe the current superintendent will be leaving their respective districts within the next four years. Fourty-five percent of superintendent's report that they will leave their current position within the same five years. A survey instrument was developed and sent to the school superintendents and board presidents in each of the 31 schools in the WSWHE BOCES region of New York State. The purpose of the survey was to determine if schools utilized succession planning or are they currently grooming prospective superintendent candidates. Based on the survey information interviews were conducted with superintendents and school board presidents who identified a form of succession planning or grooming process. Research revealed that none of the school districts had a written formalized succession plan approved by the board of education to replace the superintendent. However, three school districts engaged in an informal succession planning process and replaced the outgoing superintendent with an internal candidate who went through an extensive mentoring program.
Download or read book Principal Succession written by Ann Weaver Hart and published by SUNY Press. This book was released on 1993-01-01 with total page 376 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book examines major issues in theory and research related to leader succession. It looks at the persistent problems confronted by people assigned to lead established social and professional groups like those found in schools. The author demonstrates how interaction between new leaders and established school organizations shape succession events (with illustrations drawn from educational administration) and provides a framework for understanding succession as a dynamic and interactive process.
Download or read book The Succession Challenge written by Dean Fink and published by SAGE Publications. This book was released on 2010-03-18 with total page 209 pages. Available in PDF, EPUB and Kindle. Book excerpt: Throughout the world there is a perceived shortage of educational leaders. Most investigations look at the issue as a problem of mathematical misalignment. This book looks at the roots of the 'succession challenge' internationally and more specifically through the eyes of present and potential leaders to suggest how enlightened approaches to succession management can ensure a steady supply of high quality educational leaders. The author focuses on specific areas such as: - Basic issues of leadership succession - demographic and generational roots of the succession crisis - patterns of succession management and their implications - successful succession practices from around the world Dean Fink is a best selling author of numerous books including Leadership for Mortals. He is a widely travelled and popular consultant and presenter. Dean is a former teacher, school principal and senior official in Ontario, Canada.
Download or read book Principal Succession written by and published by . This book was released on 2016 with total page 135 pages. Available in PDF, EPUB and Kindle. Book excerpt: The role of the school principal is vital to a school’s overall success, and the need to appoint and support excellent educational leaders is critical. School districts continually face principal succession, and the replacement of a principal relies on a selection and recruitment process in identifying a candidate who reflects the best fit, at the right time, for the school. This research investigated the experiences associated with the decision-making process by superintendents when looking to fill a principal vacancy and the experiences of newly appointed or reassigned principals who completed their first year. The intent was to identify common factors associated with the first year experience and structures in place to support principals during their transition. This qualitative study’s primary data collection was through in-depth interviews with participants. The research sample included a total of three superintendents, three Assistant Superintendents of Human Resources, and nine newly appointed or reassigned principals in urban, or suburban, Southern California public schools. This study intended to further our understanding of the experiences of newly appointed or reassigned principals during their transition year. Future research in this area might encourage superintendents to approach principal succession planning from a formative perspective inclusive of discussions about replacement plans during performance evaluations. A principal succession plan focused on the transition in leadership, and inclusive of both the predecessor and successor intentional interactions, creates the opportunity to engage in reflective dialogue that may have a positive impact on a school and increase the likelihood of successor success.
Download or read book Principals in Succession written by Robert E. White and published by Springer Science & Business Media. This book was released on 2011-06-11 with total page 176 pages. Available in PDF, EPUB and Kindle. Book excerpt: Contributors to this volume examine structures and processes that school boards have in place directly relating to the process of principal or vice-principal succession. As well, they consider the effect that these structures and processes have upon staff and administrators themselves. These contributors investigate policies, procedures and practices that school boards employ in terms of leadership succession, and explore implications of these constructs for the sustainability of school improvement. This volume presents an overview of the process of principal or vice-principal succession, descriptions of school district practices surrounding this process and discussions regarding how succession procedures affect individuals and groups of individuals. This volume also highlights those board policies that incorporate practices used to develop models that support and allow administrators to succeed. It articulates how school leaders and staff members deal with change and improvement efforts in successive schools, as well as how board policies and practices support principals and vice-principals at any stage in the succession process. This volume is useful as a reference guide relating to transfer and rotation procedures in school systems across the nation.
Download or read book Politics Practicality and Personality written by Charles S. Dedrick and published by . This book was released on 2009 with total page 93 pages. Available in PDF, EPUB and Kindle. Book excerpt: School districts need to begin thinking about succession planning due to the shortage of superintendent candidates and the limited number of indivduals choosing to enter the field of administration. Some of the major obstacles facing those interested in succession planning are defining what it is, what the process should entail and who should oversee the initiative. This study will address the issues a school district will face as it begins planning for superintendent succession. These include issues such as: school board politics, community involvement, personalities of applicants, school culture and student achievement. All of these factors need to be considered for a board of education and a community to match their needs with strengths of each superintendent candidate. Through the use of a grounded theory approach and a qualitative study, leaders from around New York were interviewed to determine a definition and understanding of succession planning. They study was centered on three essential questions: (A) How important is succession planning by a school district to replace its superintendent? (B) What are the steps that should be taken in order to plan and prepare for leadership succession? (C) What factors inhibit school districts from adequately planning for superintendent succession? Recommendations include succession planning as a process of preparing an organization and not just an individual. It should be completed so that student achievement increases and individuals are properly trained. Finally, succession planning should take place so that the largest possible pool of candidates can participate and have the opportunity to become superintendent.
Download or read book Superintendent Succession written by Diana Greenblau Kasper and published by . This book was released on 1997 with total page 370 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Principals in Succession written by Robert E. White and published by Springer. This book was released on 2013-08-02 with total page 174 pages. Available in PDF, EPUB and Kindle. Book excerpt: Contributors to this volume examine structures and processes that school boards have in place directly relating to the process of principal or vice-principal succession. As well, they consider the effect that these structures and processes have upon staff and administrators themselves. These contributors investigate policies, procedures and practices that school boards employ in terms of leadership succession, and explore implications of these constructs for the sustainability of school improvement. This volume presents an overview of the process of principal or vice-principal succession, descriptions of school district practices surrounding this process and discussions regarding how succession procedures affect individuals and groups of individuals. This volume also highlights those board policies that incorporate practices used to develop models that support and allow administrators to succeed. It articulates how school leaders and staff members deal with change and improvement efforts in successive schools, as well as how board policies and practices support principals and vice-principals at any stage in the succession process. This volume is useful as a reference guide relating to transfer and rotation procedures in school systems across the nation.
Download or read book Leadership Succession Planning Guide for Maryland Schools written by Mary Cary and published by . This book was released on 2006 with total page 57 pages. Available in PDF, EPUB and Kindle. Book excerpt: This guide presents a unique look at leadership succession issues in the public school sector, particularly the shortage of quality principals. It provides a stimulus for conversation for senior leadership in school systems, an outline for those educators interested in preparing their own leadership succession plan, and an actual leadership succession plan for an example school system. The guide consists of three sections. The first is titled "Catalyst for Conversation," and its purpose is to stimulate conversations about leadership succession in school systems. The second section is titled "Outline for Planning." It is intended to take school system leaders beyond the conversation in a concrete manner as they develop their own succession plans. The third section is titled "Succession Plan for Example School System," and it offers an example of what a succession plan could be. Although the example addresses each aspect of the outline, the guide does not suggest that a system would necessarily approach succession planning in that manner. The school system narrative offers an example, not a model; it is an explanation of possible succession actions according to the outline. Appended are: (1) Leadership Culture Survey; (2) Self-Assessment for School Leadership Candidates; (3) Observer Assessment for School Leadership Candidates; (4) Collaborative Assessment of Management Development Needs; (5) Leadership Development Data Tracking System Individual Data Tracking Form; (6) Leadership Interest Form; (7) Acknowledgement of Transfer to New Position; and (8) Leadership Satisfaction/Needs Assessment Instrument. (Contains a bibliography.) [Patricia Jones was a contributing author and editor for this document.].
Download or read book An Examination of Principal Shortages in Florida School Districts written by Kim Kotila Stutsman and published by . This book was released on 2007 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: To determine the meaning of the term "well-qualified" as it applied to candidates for vacant principal positions, an interview survey protocol was administered to six selected school districts: two small, two medium and two large. Responses were compared to the 10 Florida Leadership Standards. The meaning of "well-qualified" varied from district to district; they desire principals whose qualifications exceed the 10 Florida Principal Leadership Standards. A well-designed succession plan may assist school districts in recruiting, hiring, and training well-qualified principals. Eighteen (18) research based succession plan components were recommended.
Download or read book Succession Planning for the Leaders We Need written by Mary Gallo and published by LAP Lambert Academic Publishing. This book was released on 2011-06 with total page 152 pages. Available in PDF, EPUB and Kindle. Book excerpt: What influences individuals in pursuing leadership positions in a Catholic school? The particular needs and perceptions of teachers and administrators regarding current and future leadership development practices were gathered to address the question. Of particular interest were the deterrents and barriers that are keeping potential candidates from aspiring to leadership positions in this particular school board.Interviews, focus groups, and a survey were tools used to discover the perceptions of academic staff including senior administrators, principals, consultants/co-ordinators, and elementary and secondary teachers. Most prominently, it was felt that the expectations of the role needed to be more realistic and there needed to be significant leadership training to develop skills necessary to understand and manage the job. Exploring different leadership models including the concept of distributed leadership and the concept of servant leadership were recommended as next steps. When developing policies and strategies to encourage more people to apply for the principalship, a focus on internal rewards more than external rewards was also recommended
Download or read book Leadership Succession written by Thomas Brent Wilson and published by . This book was released on 2019 with total page 368 pages. Available in PDF, EPUB and Kindle. Book excerpt: See ProQuest for summary.
Download or read book Recruitment Socialization and Accountability of Administrators in Two School Districts written by Anthony H. Normore and published by . This book was released on 2001 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The primary purpose of this study was to describe and compare the leadership succession plans currently in place in two school districts in Ontario. Due to the mass retirements of school administrators and the impending shortage of qualified candidates with experience to move into these positions school districts are faced with the challenge of attracting and preparing candidates for the administrator role. In addition the school districts need to ensure that practicing administrators are assisted with their professional development in renewing practices and policies that meet the demands of the changing role. The conceptual framework of this investigation focused on succession planning, recruitment and selection of candidates as well as the socialization process of school administrators. This focus was primarily based on essential knowledge, skills and attitudes needed by school administrators for effective leadership and how this leadership development is one response to meeting the demands of the current accountability system. This qualitative study encompassed 44 on-site visits. There were 20 visits to District A (seven interview visits and 13 observation visits) and 24 visits to District B (seven interview visits and 17 observation visits) over a period of eight months for the school year 2000-2001. The data collection was guided by a series of intensive semi-structured interviews with district office personnel (Directors, Superintendents, Educational Officers) and focus group interviews with candidates (aspiring to be administrators) and school administrators (Principals and Vice-Principals, new and veteran) across both sites. There were a total of 43 participants. A record of written field notes and dictated observations on the formal and informal exchanges and interactions among the participants as well as a review of pertinent documents were used in the analysis. The findings are presented in two case studies in both narrative and tabular form. The case studies were also cross-analyzed to determine significant similarities and variations in succession planning strategies and priorities across both districts. Many of the findings were tied to the context of each district. The findings of this study revealed a picture of the leadership succession planning processes and structures that two school districts currently have in place for the preparation of candidates to school administrator positions. In addition, it described the renewal processes for practicing school vice-principals and principals that help them prepare for their changing roles. The overall findings showed that school districts need to consider a leadership succession planning model that includes four aspects as they pursue leadership succession planning: principles and structure (philosophy, organization, and responsibility) for leadership succession planning; recruitment and selection; socialization; and accountability.
Download or read book Sustainable Leadership written by Andy Hargreaves and published by John Wiley & Sons. This book was released on 2012-06-27 with total page 358 pages. Available in PDF, EPUB and Kindle. Book excerpt: In Sustainable Leadership, Andy Hargreaves and Dean Fink address one of the most important and often neglected aspects of leadership: sustainability. The authors set out a compelling and original framework of seven principles for sustainable leadership characterized by Depth of learning and real achievement rather than superficially tested performance; Length of impact over the long haul, beyond individual leaders, through effectively managed succession; Breadth of influence, where leadership becomes a distributed responsibility; Justice in ensuring that leadership actions do no harm to and actively benefit students in other schools; Diversity that replaces standardization and alignment with diversity and cohesion; Resourcefulness that conserves and renews leaders' energy and doesn't burn them out; and Conservation that builds on the best of the past to create an even better future. This book is a volume in the Jossey-Bass Leadership Library in Education—a series designed to meet the demand for new ideas and insights about leadership in schools.
Download or read book Moving on Up written by Terrell Don King and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: In school districts with an excessive rate of principal turnover annually, with the highest turnover rates occur in high-needs schools. Leaders of school districts experiencing high principal turnover rates recognized that on-site professional development of future school principals requires succession planning programs administered internally by the school district. The need for improved principal leadership readiness and assignments to fill potential position vacancies led to the purpose of this multiple case study. The three research questions were the following: 1. How do successful principals assigned to high-needs elementary schools and who completed a district’s principal succession planning program perceive their leadership preparation and readiness experiences? 2. How do the school district’s leaders describe the impact of a succession planning program for future principals serving high-needs elementary schools? 3. How do the school district’s leaders describe the sustainability of a succession planning program for future principals serving high-needs elementary schools? The multi-case study design involved two districts with principal succession planning programs. Fourteen participants were interviewed for this study. The participants were two superintendents, nine central office leaders, and three successful elementary principals in high-needs schools. The researcher also secured, reviewed, and analyzed available documents and artifacts related to program design and implementation. Consistent with qualitative research methods, data were coded, and themes related to the research questions were identified and described in alignment with the research questions guiding the study. The 10 themes that answered the three research questions follow: (a) perceived readiness for the principalship, (b) personal growth and development, (c) perceived readiness for the principal hiring process, (d) perceived network of support, (e) formalizing the growth of aspiring principals, (f) addressing district needs, (g) providing support for novice principals, (h) program design, (i) having a program director, and (j) program evaluation. The findings from this study could be used to inform practice based on the themes supporting the sustainability of the two succession planning programs. The findings offer a model for developing, selecting, and retaining high-quality principals in high-needs elementary schools
