HUMAN RESOURCE MANAGEMENT Building a Bench: How a Succession
Plan Stabilizes a District A well-thought-out succession plan can keep talented educators in your district.
By Paul O’Malley, EdD
Butler School District 53’s succession plan made filling an unexpected administrative opening at the elementary school easier. S
chool districts are at a crossroads when it comes to recruiting, nurturing, and growing administrative talent. Investing in a succession plan strengthens the administrative team and shows administrators a potential growth trajectory for career advancement within a district so they don’t look for opportunities elsewhere.
Butler School District 53 in Oak Brook, Illinois, devel- oped a three-year succession plan that invested in the current administrative team and created a talent pipeline by providing professional development that prepared
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administrators to fill vacancies, thus benefitting the administrators and the district.
The district is a relatively small PreK-8 district that educates about 500 students in two schools: Brook For- est Elementary and Butler Junior High. The district’s administrative team includes the superintendent, two principals, the director of student services, and the director of building and grounds. They are supported by an executive assistant, business coordinator, regis- trar/system specialist, and assistant to the building and grounds director.
SCHOOL BUSINESS AFFAIRS | APRIL 2022 17
PHOTOS COURTESY OF BUTLER SCHOOL DISTRICT 53, OAK BROOK, ILLINOIS
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