Succession planning will assist IVC in accomplishing the following:

• "Grow our own" philosophy by cultivating and developing internal talent pools;

• Furthering diversity through the systematic development of women and minorities;

• Maintain and pass-on vital information and skills of current leaders;

• Provide important feedback and guidance to potential leaders;

• Shorten the learning curve for future leaders to meet strategic challenges;

• Organize and track the number of administrators /managers who are eligible for  retirement;

• Recognize that increasingly demanding and escalating competencies are required to understand California Community Colleges as a whole;

• Increase commitment and loyalty;

•  Move towards a culture of internal teaching /mentoring and learning;

• Recognize that evolving roles are needed to manage new initiatives, to revitalize work units, and to develop strategies that lead IVC to future improvement and growth

Goals:  The four basic goals of this succession plan include:

v  Identification of critical leadership positions within the organization;

v  Identification of future vacancies in those positions and;

v  Identification of current employees who could potentially fill those vacancies;

v  Formation of a mentoring program;