How can you create a succession plan for your superintendent role?

1 Identify your goals and expectations

The first step in creating a succession plan is to clarify your own goals and expectations for your role and your career. Do you have a timeline for when you want to retire or move on to another opportunity? Do you have any specific requirements or preferences for your successor? Do you have any ongoing or planned projects that need to be completed or continued after you leave? By answering these questions, you can define your vision and objectives for your succession plan and communicate them to your stakeholders.

2 Assess your current situation and resources

The next step is to assess your current situation and resources, such as your staff, budget, equipment, and infrastructure. How many people work under your supervision and what are their roles, skills, and experience? How much money do you have available for training, hiring, or outsourcing? What kind of tools and technology do you use and how are they maintained and updated? How well do you document your processes, procedures, and best practices? By evaluating these factors, you can identify your strengths and weaknesses and determine what you need to improve or acquire for your succession plan.

3 Develop your strategy and action plan

The third step is to develop your strategy and action plan, which should outline how you will achieve your goals and expectations, as well as address your current situation and resources. Your strategy should include a timeline with milestones and deadlines, criteria for selecting a successor, a process for recruitment and hiring, a plan for training and mentoring, and a contingency plan. Additionally, your action plan should detail the tasks, activities, responsibilities, resources, tools, and support that you and your successor will need to complete.

4 Implement and monitor your succession plan

The fourth step is to implement and monitor your succession plan, which means putting your strategy and action plan into action and tracking your progress and results. You should involve your staff, members, customers, and other stakeholders in the implementation and monitoring process, as they may have valuable feedback, suggestions, or concerns. You should also review and adjust your succession plan as needed, based on the changing needs and expectations of your role, your facility, and your industry.

5 Evaluate and celebrate your succession plan

The final step is to evaluate and celebrate your succession plan, which means measuring the outcomes and impacts of your succession plan and recognizing the achievements and contributions of yourself and your successor. You should use both quantitative and qualitative indicators, such as performance, satisfaction, retention, and reputation, to assess the effectiveness and efficiency of your succession plan. You should also celebrate your succession plan by acknowledging the efforts and successes of your staff, members, customers, and other stakeholders, and by expressing your gratitude and appreciation for their support and cooperation.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?