2009 MM Succession
From Extension Collaborative Wiki
5. How is your state addressing succession planning for leadership?
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 (Transitioning Extension to New Dimensions) 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. The initial group of 14 Agents will begin their ExTend program in December of 2009. 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 three 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. Since 2007, 2 Agents are serving a term as a Cooperative Extension/ACCG Fellow. The program has given Agents a significant out of county leadership experience while allowing them exposure to the policy development/ legislative side of county government.
Virginia
Not currently being addressed. Have had basic discussions on the topic that may have to wait until a permanent director is hired.
Texas
We currently have a number of agency leadership programs designed to prepare agents to move to middle management positions. Middle managers are currently being provided with on-going training programs to equip them to move into senior Administrative positions.
Tennessee
Tennessee has begun plans for succession , but has not started implementation.
Clemson Extension
This has been identified as a concern and a priority - no formal plans for succession have been developed
LSU AgCenter
Just emerging on the horizon - Updating position descriptions & expectations was the first step. Inviting potential parish chairs to Parish Chair trainings is one step. Another is the development & compltion of two internal leadership classes that deals mostly with big picture items.
Oklahoma
We continue to discuss the need for succession planning; however, we are not currently doing much about it other than identifying employees with potential for administrative positions.
Alabama
We currently have not begun addressed a succession plan.
Mississippi
Not currently being addressed.
