Renewal & succession Considerations

1. Elisa A. Falco, Director of Education & Training Renewal & succession Considerations

2. Purpose of This Training To review the renewal process Considerations for a successful renewal Lessons learned from charter renewals Organizational succession planning

3. The Renewal Process (1)

4. The Renewal Process (2)

5. Considerations for a Successful Renewal (1) • Past performance • Accountability spreadsheet • Your data story • Strengths, weaknesses, impact, action plans • School improvement plans • Fiscal health • Organizational structure • Changes & rationale/data to support • Organizational effectiveness • Challenges during 1st charter term

6. Considerations for a Successful Renewal (2) • Compliance • Amendments & administrative clarifications • Proposed changes: • Curriculum • Waivers – you need to demonstrate how you used waivers to close the achievement gap • Support programs • Assessments • Administrative positions • Governance structure, members, practice, training, documented practice, autonomy, committees • GaDOE Mandatory Initiatives • CCRPI • Common Core Standards • Facility Plan

7. Considerations for a Successful Renewal (3) • EMO evaluation • Process • Tool • Feedback • EMO contract • “Sweep” contracts not allowed • Employees must be employees of the school, not the EMO • Fee analysis & negotiation • Facility arrangement • Documented quarterly review of management agreement

8. Lessons Learned….. • Time management • Capacity • Lack of in-depth analysis • Lack of in-depth school improvement plan when applicable • In sufficient governance training and documented practice • Lack of research / analysis to support changes • Lack of autonomy • Failure to make required changes to EMO contract / relationship

9. Reflect on Renewal Readiness: • Who will participate on “renewal team”? • Who will conduct the analysis of the current term? • Who will revise the petition and execute related documents? • What challenges do you anticipate with your renewal process and/or proposal?

10. Succession planning

11. Succession Planning • Identify key board and committee • Identify skills & knowledge requirements • Identify criteria for membership (i.e. education level, specialty, experience) • Identify potential candidates • Use committees to “groom” future board members • Develop a written board member job description • Include succession planning in strategic plan • Risk management • Strategic leadership development • Emergency succession • Strategic leader development • Departure-defined succession (anticipated departures)

12. Succession Planning • Succession readiness checklist: • A strategic plan is in place with goals and objectives for charter term • The board evaluates the school & board leaders annually • The board practice is sound • A solid team culture is in place • Cross-training plan is in place for key positions at the school level • Financial reserve is in place with a minimum of three months operating capital • Financial systems meet industry standard • Operational manual exists for key administrative and board systems and procedures • Key staff & committee chairs have documented their key activities in writing and have identified other staff who can carry out duties • Develop calendar of major board decision and strategic work • Communication plan • Diversity plan