Career Tracking and Succession Planning: Getting Started

Step 1: Assess & inventory current practices

  • Take the self-assessment
  • Inventory data on current practices:
    • Conduct interviews with key stakeholders to identify any informal practices / unwritten rules
    • Determine how many positions the district currently plans for in the central office (executive team) and at the school level (principals or school department heads)
    • Understand how you currently utilize development plans for central office staff and/or in schools; determine how many components these have / how they are used

Step 2: Identify positions

  • Identify key positions for which you would like to more effectively plan for succession

Step 3: Identify historical pathway

  • Complete the “career ladder survey”: for each key position identified in step 2, identify the historical career pathway

Step 4: Analyze & rate pool

  • Analyze and rate the potential successor pool for each key position you identified, using the ability / potential grid

Step 5: Name candidates

  • Identify your bench strength for these key positions identified in step 2; this includes naming potential successors and their readiness levels

Step 6: Implement plans

  • Create and implement individualized development plans to help prepare future successors

Content courtesy of the District Management Council.