Page 14 - The Edge - Back to School 2018

SUMMER CONFERENCE AND EXPO

HELPING

Smith Gates
SCHOOLS
BY DON HARRIS

Having a Succession Plan Is FOCUS ON

Key to a Successful Operation
WHAT

To keep school district o ces running smoothly, key personnel
need to plan for lling vacancies either because of retirements or
voluntary departures several years in advance. MATTERS
at’s the advice of Karin Smith of Heinfeld Meech and Charlotte
Gates, Director of Business Services, Sahuarita Uni ed School
District. eir breakout session at the AASBO Summer Conference MOST
and Expo was so well attended that Smith commented: “You’re here
for one of two reasons – either somebody le or you want to leave.”
Creating what they called a Succession Organization is important
so that when someone leaves – including you – things will continue
to run smoothly. “We want to ensure that all of the e ort we put DELIVERING COMFORT AND
into an organization enables it to continue,” Smith said, noting that OPERATIONAL EFFICIENCY
retirements for some school business o cials could always be near.
A succession organization doesn’t just involve top o cials. It THROUGH PERSONALIZED
involves all levels, including new hires. She raised a series of questions TECHNOLOGY SOLUTIONS.
to consider, such as: With new hires, what will their progression be
in the organization? Who will do what? Where do we nd additional
resources?  Energy efficiency
“We’re not just looking at day-to-day activities,” Smith said. “We
should be looking ve, ten years out. Who are those superstars? Who  Facility modernization
is interested in learning new things?”  Improved environment
Succession planning is a process for identifying and developing
new leaders who can replace old leaders when they leave, retire or die.  Renewable energy
“Succession planning increases the availability of experienced and  Self-funding resolutions
capable employees who are prepared to assume these roles as they
become available,” Smith said. “It identi es future leaders. Succession
planning can be an important way to identify employees who have the
current skills – or the potential to develop skills – that can help them
move up in an organization, or on to other positions.”
Today’s school district sta consists of baby boomers (born 1946-
1964); Gen X (born 1965-1977); Gen Y (born 1978-1989), and Gen
Z (born 1990-1999).
“Retirement is upon us, resignations are upon us,” Smith said.
“Within ve years, Gen Z will make up 20 percent of the workforce.” DEREK VAN ZIJLL | 480.272.3414

CLIMATEC.COM
CONTINUED ON PAGE 15

14 THE EDGE | BACK TO SCHOOL 2018

THE EDGE