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									               The State of Leadership
                     Succession
                      Leadership Succession




             CEASOM Fall Conference
                October 28, 2008




Maryland Association of School Personnel Administrators
                       Objectives

                       Leadership Succession


 Highlight significance of issue
 Reveal state-wide statistics
 Reflect on succession planning process
 Focus on organizational change in culture
 Share practices from local school systems


 Maryland Association of School Personnel Administrators
                    Reactions to Leadership
                     Shortage in Maryland
                          Leadership Succession


• Principal recognized as critical shortage area
• Alternative Principal and Assistant Principal regulations
• Rehired, retired principals increased throughout Maryland
• New Leaders for New Schools – Handful of candidates
annually
• Local systems intensify recruitment efforts


    Maryland Association of School Personnel Administrators
                    Aggregate Retirement
                     Eligibility Statistics
                           Leadership Succession

                         Superintendent      76.19%

                 Deputy Superintendent       75%

          Instr. Assistant Superintendent    68.30%

        Admin. Assistant Superintendent      55.56%

                           Instr. Director   37.35%

                        Admin. Director      29.28%




Maryland Association of School Personnel Administrators
                 Aggregate Retirement
                  Eligibility Statistics
                      Leadership Succession



                               Principal
                        High School        36.29%

                      Middle School        30.62%

                  Elementary School        27.33%




Maryland Association of School Personnel Administrators
                 Aggregate Retirement
                  Eligibility Statistics
                      Leadership Succession



                          Assistant Principal
                        High School      17.24%

                      Middle School      18.43%

                  Elementary School      6.95%




Maryland Association of School Personnel Administrators
                  Aggregate Retirement
                   Eligibility Statistics
                        Leadership Succession


                               Central Office

                      Instr. Supervisor    45.14%


                    Admin. Supervisor      26.90%


                Pupil Personnel Worker     33.38%




Maryland Association of School Personnel Administrators
                 Questions for Reflection –
                     Partner Activity
                         Leadership Succession

• How evident is our commitment to leadership
development/succession in our Board’s strategic/master plan?
• Where and how do we get our most talented leadership
candidates?
• How do we support, acknowledge, recognize, nourish, and
celebrate leadership?
• How can we grow and develop leaders and increase
leadership capacity within our system?


   Maryland Association of School Personnel Administrators
              Spotlight on 3M Corporation

                        Leadership Succession



3M Corporation is values leadership development and
succession
All 3M leaders must share those same values
View the following 10 minute video of 3M’s commitment to
succession planning



  Maryland Association of School Personnel Administrators
            Harford County – Succession
                     Planning
                     Leadership Succession

Comprehensive leadership succession plan required by
Board’s Strategic Plan
Includes annual benchmarks and measures
Initial draft due in 2008-2009
Must address instructional and non-instructional leadership




               Harford County Public Schools
                History and Background

                      Leadership Succession

Began to focus at end of 2005-06 school year on
leadership succession
Reviewed statistics with Executive Staff and formed ad hoc
committee for further analysis
Began raising awareness with various leadership groups
Highlighted issue for the Board; including seeking inclusion
in strategic plan and a budget line item request



             Harford County Public Schools
            Reviewed Current Strategies

                     Leadership Succession

Harford County Leadership Academy
HCPS Leadership Academy
MSDE Maryland Principals Academy
Teacher-in-Charge position in our elementary schools
Tiered Assistant Principal structure in our secondary
schools
New administrator professional development program
Formal leadership professional development program

            Harford County Public Schools
            Reviewed Current Strategies

                      Leadership Succession

Professional development plan component to evaluation
Informal leadership internships for assistant principals and
teachers in schools
Master’s plus 30 planned programs - tuition reimbursement
Tiered longevity pay for non-certificated management
Systemic reform effort with PLC key element
Formal new teacher induction program



             Harford County Public Schools
             Systemic Action Research
                   Committee
                    Leadership Succession


Cross section of entire leadership
Five ex officio Senior Staff members
Fourteen members from all tiers of leadership
Formally asked for their commitment to the process
Represent their respective constituencies




           Harford County Public Schools
            Committee Action Research

                     Leadership Succession


Formed into three professional learning communities –
Recruitment, Retention and Capacity Building
Spent five months working in focus area – literature
review, best practices research, surveys and focus
groups, examined other industries
Reported out to full committee at start of 2008-2009
school year


            Harford County Public Schools
                 Vetting Process

                    Leadership Succession



Each committee member has a constituency
Both HCPS A&S employee units
The Harford Business Roundtable for Education
Independent reviewers and consultants
County Executive and Government


           Harford County Public Schools
              HCPS Potential Strategies

                      Leadership Succession

Articulate a clear philosophy and cohesive strategies for
leadership succession via comprehensive plan
Formalized internship opportunities
Expansion of HR data system to record leadership
development
Surveys of stakeholder groups for leadership attributes and
retention data
Shift from traditional recruitment to accelerated leadership
pools

             Harford County Public Schools
              HCPS Potential Strategies

                     Leadership Succession

Leadership assessment as part of development process
Increased array of professional development opportunities
for self selection
Focus on-going supervision on employee growth
Realign evaluation system to include inherent coaching and
leadership identification
Increase teacher leadership opportunities
Expand the department chair role


            Harford County Public Schools
               Cecil County – Succession
                        Planning
                     Leadership Succession

TNT Tremendous Natural Talents
Purpose:
 To Identify talented people within the organization
To nurture and refine their abilities
To ensure a pool of qualified candidates to fill
administrative vacancies



              Cecil County Public Schools
              Cecil County – Succession
                       Planning
                    Leadership Succession

TNT Tremendous Natural Talents
Eligibility
Tenured Teachers (School based and Central office)
Application
Letter of recommendation from two administrators
Commitment to the time required (36 contact hours/8
classes)




             Cecil County Public Schools
               Cecil County – Succession
                        Planning
                         Leadership Succession

TNT Tremendous Natural Talent – Results
                2006-2007         2007-2008      2008-2009

   Admin            24                32            27
  Vacancies
    Filled          4                  4            2
  Internally
    Filled          20                28            25
  Externally
     TNT            13                15            12
  Graduates
               Cecil County Public Schools
             Cecil County – Succession
                      Planning
                   Leadership Succession

TNT Tremendous Natural Talents
Challenges
Development of a similar model for Support Service
Supervisory Personnel
Identifying and encouraging candidates in special areas
such as Coordinators for Foreign Language, Guidance and
Special Education



            Cecil County Public Schools
                             Contact Information
                                Leadership Succession
Mr. Robert L. Davis, MASPA President          Ms. Stephanie R. Moses, MASPA Past President
Executive Director of Human Resources         Director of Human Resources
Cecil County Public Schools                   Wicomico County Public Schools
201 Booth Street                              101 Long Avenue
Elkton, MD 21921                              PO Box 1538
Phone: 410-996-5441                           Salisbury, MD 21802
Email: rdavis@ccps.org                        Phone: 410-677-4542
                                              Email: smoses@wcboe.org
Mr. Jonathan D. O’Neal                        The Maryland Association of Public School
Assistant Superintendent of Human Resources   Administrators – www.maspamd.org
Harford County Public Schools
102 South Hickory Avenue
Bel Air, MD 21014
Phone: 410-588-5226
Email: Jon.Oneal@hcps.org


  Maryland Association of School Personnel Administrators

								
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