Planning for Succession: A Case Study in Process

Diane Nelson BryenInstitute on Disabilities

Temple University

Directors’ RetreatMay 29 - June 1, 2007

Some Givens

• Retire June 30, 2008• 5-year core grant due – opportunity for

succession planning: vision & successor• Executive Director - not from within the UCEDD• National search• Administrative home - College of Education• Tenure-track position• 1-year of transition

Some Guiding Thoughts

Succession NOT Replacement

What is the Difference?

Succession=Process in which communities of plant and animal species in a particular area are replaced over time by a series of different and usually more complex communities.

Replacement=the act of furnishing an equivalent person or thing in the place of another

Some Guiding Definitions

Succession Planning=a critical task facing an organization: planning for succession in key roles, e.g. the CEO or Director

Transition = passage: the act of passing from one state or place to the next

Process to Date1. Worked with Dean, College of Education

• Tenure-track position approval - May 2006

2. Strategic Planning for Core Grant - September 2006

• Vision & characteristics of the next E.D.

3. Developed initial job description with management staff - September 2006

4. Negotiation with Dean regarding job description - May - December 2006

5. Established search committee• Chair and representation from College & UCEDD

Process to Date: Continued

6. Applications Reviewed - January 2007

7. Four Applicants Interviewed - February 2007

8. Two Applicants’ names passed to Dean - End of February

9. Faculty v. UCEDD staff??

10. Negotiations in Dean’s Hands - April to date

11. Tenure for applicant in process

12. Plans for transition time

Future & Some Lessons Learned

• Tenure-track position -- changes the ground rules and

the scope of players

• Pace of College; different from pace of UCEDD

• Staff of UCEDD not always in agreement with faculty of College

• Change??? -- Succession OR More of the Same??? -- Replacement

• Transition??? - Yet to be determined

Final Thoughts

• Succession-planning takes time - start early

• Include strategic planning in your annual plan– Focus on vision, qualities, steps

• Work with University Administration – goal tenure-track position

• Plan for the slower process if tenure-track faculty position is the goal

Questions

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