2008 MM Succession
From Extension Collaborative Wiki
13. How is your state addressing succession planning for leadership?
Oklahoma
Discussions are underway on this topic. Hopefully, the middle manager's training next spring will be a catalyst for additonal efforts in this area of need.
Arkansas
Currently we have a Faculty Leadership Program for agents and faculty to attend for a year which has provided an insight to the organization issues that the administration has to deal with daily. This training has helped train new Staff Chairs as well as District Administration. We need an intern program when all the Baby boomers retire.
Virginia
This subject is currently in discussion among administration.
Florida
Nothing directly related to succession planning but several county faculty are nominated for different leadership trainings such as LEAD IFAS and NRLI (Natural Resource Leadership Institute which are internal leadership programs for state and county faculty; LEAD 21; and others.
Georgia
In recent years, we have graduated two classes from our Extension Academy of Professional Excellence. The continued development of a pool of competent, prepared leaders is a top priority. The second phase of this program entitled ExTEND provides an opportunity for Extension Academy graduates who have a serious interest in furthering their professional leadership development and making a significant contribution to Georgia Extension. As a follow-up to Extension Academy, ExTEND will carry an in-depth, individualized focus. The 18 month program will include professional development sessions as well as self directed activities based on individual interest and goals as part of a Personal Action Plan.
ACCG Fellows – For two years, we have worked with the Association of County Commissioners of Georgia (ACCG) through a joint funded liaison position in an effort to explore opportunities for the two organizations to work closely together as this group represents our major local funding source for county operations.
In 2008, 2 Agents will be selected through an application process to serve a term as a Cooperative Extension/ACCG Fellow. The program will give agents a significant out of county leadership experience while allowing them exposure to the policy development/ legislative side of ACCG.
Kentucky
We have an ongoing committee working to develop programs geared to develop our leadership internally. We have had a two part "Emerging Leadership " program designed to promote succession interest.
North Carolina
North Carolina has a program that was designed for new and aspiring county directors that is built around several training modules. The training is spread over the year in multiple 2 - 3 day sessions. This program and the accompanying modules have been shared at the Middle Management Conference in past years. We're in the third year of using this curriculum and have trained around 100 agents. We have also been discussing the development of an experiential training for new and aspiring District Directors.
Alabama
No formal efforts have been made for succession planning; however, all professional employees are encouraged to participate in associational and professional development opportunities as their schedules allow. This includes encouragement to attend graduate school for master degrees and/or doctoral degrees.
Texas AgriLife Extension
Individuals that have demonstrated exemplary performance over a significant period of time have been identified by their supervisors to serve on state level committees, participate in advanced leadership development courses and/or assume other "special" assignments and job duties. These individuals are encouraged to pursue terminal degrees and participate in other professional development opportunities beyond the offerings of Texas AgriLife Extension Service.
LSU AgCenter
New one year internal leadership program and national leadership programs.
Tennessee Extension
We have begun the first step in identifying personnel to be involved with succession planning process
