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Last reviewed on 12 June 2017
Ref: 8543
School types: All · School phases: All

Address succession planning in your school with this article. Learn how to identify future leadership needs, develop potential leaders and survey staff to understand their skills and aspirations.

Identify future leadership needs

We spoke to one of our associate education experts, Nick Bulmer, about how schools should approach succession planning. Nick told us that succession planning is a very complex process, and schools will need to consider several variables.

He recommended that schools:

  • Conduct a workforce profile or risk assessment, to anticipate whether any key staff may leave or retire in the next few years
  • Consider whether all the roles currently in the school are necessary, or if any restructuring or reallocation of duties might be suitable
  • Link succession planning to the school's appraisal process
  • Identify future leaders, and conduct a skills audit to find out what skills they have already
  • Plan continuing professional development (CPD) for all staff to gain relevant skills and experience

Another of our associate education experts, Mark Trusson, suggested having a 'risk register' with red amber green ratings that you use to identify people who are likely to leave,

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