Succession Planning Committee

Purpose:

The purpose of the Succession Planning Committee is to create a streamlined process for the successful transition within school leadership positions, provide comprehensive support, and make strategic recommendations to the school board to ensure continuity of the roles and responsibilities between the previous leader and the newly appointed leader.

Meeting Minutes

& Board Committee Calendar

Meeting minutes will be shared at monthly board meetings following any scheduled meetings of the Succession Planning Committee.

Committee Membership

& Responsibilities:

The committee membership should include representation from the following groups: educational leadership, executive leadership, board members (parent, community, and teacher), and administration/directors. Membership will fluctuate based upon the needs of the committee as directed by the position(s) needing a succession plan, 5 members minimum, 10 members maximum. No additional members are needed at this point (Spring 2024).

Meeting Dates

The meeting calendar will be determined based upon the position(s) being discussed or filled, meetings should remain flexible based on the current needs of the succession planning committee determined by the board’s direction and/or discretion.

Responsibilities and Duties:

The Succession Committee has established clear responsibilities and duties to ensure the committee effectively identifies and prepares potential leaders to take on critical roles within the organization.

Identify Key Roles for Succession Planning: Define which roles are crucial for the organization’s success and stability, ensuring that the committee focuses on these as priorities (i.e. Executive Director, Finance Director, School Leadership).
Develop Criteria for Potential Successors: Establish specific criteria, job responsibilities, and competencies required for each key role.
Create a Timeline of Events: Design and implement a clear and actionable timeline outlining key milestones, tasks, and deadlines for the implementation of a succession plan, facilitating efficient planning and execution while ensuring accountability and progress tracking.
Explore Partnerships: Establish potential partnerships to assist in coordinating, tracking, researching, and networking strategies for the current position in need.
Plan for Emergency Succession: Develop emergency succession plans that can be activated in the event of an unexpected vacancy in a key position, ensuring continuity of operations.
Monitor and Update Succession Plans: Continually monitor the effectiveness of the succession planning process and make adjustments as needed. Update succession plans annually or as major changes occur within the organization.
Communicate Transparently: Ensure transparent communication within the organization and to the Board about the succession planning process and planning timelines (changes or updates).
Engage the Board: Regularly engage with the board and school leaders to align the succession planning and timeline with the organization’s long-term strategies and to gain their support and insights.
Evaluate Committee Performance: Periodically evaluate the performance of the succession planning committee to ensure it meets its goals and objectives effectively.

School Board