Succession Plan and Mentoring/Coaching Program anchored on the Faculty

Development Program for BSIT

Introduction

Succession planning is the process of identifying and developing future leaders within
an organization. It is important for organizations to have a succession plan in place to
ensure that there are qualified individuals ready to step into key positions when they
become vacant.

Mentoring and coaching are two important components of succession planning.

Mentoring is a relationship between a more experienced person (mentor) and a less
experienced person (mentee) in which the mentor provides guidance and support to the
mentee as they develop their skills and knowledge. Coaching is a process in which a
coach helps an individual to achieve their goals by providing them with feedback,
support, and accountability.

The Faculty Development Program for BSIT (BSIT FDP) is a program designed to help
BSIT faculty members develop their skills and knowledge in instruction, research,
extension services, and production. The BSIT FDP can be used as a foundation for a
succession plan and mentoring/coaching program to improve faculty performance in
these areas.

Succession Plan

The following steps can be used to develop a succession plan for BSIT faculty
members:

1. Identify key positions. The first step is to identify the key positions within the BSIT
program that need to be filled in the future. This may include positions such as
department chair, program director, and senior faculty members.
2. Assess current faculty members. Once the key positions have been identified, the next
step is to assess the current faculty members to identify those who have the potential to
fill these positions in the future. This assessment should consider factors such as skills,
experience, and leadership potential.
3. Develop development plans. For each faculty member who has been identified as
having the potential to fill a key position, a development plan should be developed. This
plan should outline the steps that the faculty member needs to take to prepare for the
position, such as training, experience, and research.
4. Implement the succession plan. Once the development plans have been developed,
they need to be implemented. This involves providing the faculty members with the
resources and support they need to achieve their goals.

Mentoring/Coaching Program

The following steps can be used to develop a mentoring/coaching program for BSIT
faculty members:

1. Identify mentors and coaches. The first step is to identify experienced faculty members
who are willing to serve as mentors and coaches. These individuals should have the
skills and knowledge necessary to help other faculty members develop their skills and
knowledge.
2. Match mentors and coaches with mentees. The next step is to match mentors and
coaches with mentees. This should be done based on factors such as the mentee's
career goals and the mentor's skills and experience.
3. Provide training for mentors and coaches. It is important to provide training for mentors
and coaches on how to effectively mentor and coach others. This training should cover
topics such as setting goals, providing feedback, and building relationships.
4. Monitor the mentoring/coaching relationships. It is important to monitor the
mentoring/coaching relationships to ensure that they are effective. This can be done
through regular check-ins with the mentors, mentees, and department chair.

Integration of the Succession Plan and Mentoring/Coaching Program

The succession plan and mentoring/coaching program can be integrated by using the
mentoring/coaching program to support the development of faculty members who have
been identified as having the potential to fill key positions in the future. For example, a
mentor could help a mentee to develop the skills and experience they need to be
successful in a particular position.

Conclusion

A succession plan and mentoring/coaching program can help to improve faculty

performance in instruction, research, extension services, and production by ensuring
that there are qualified individuals ready to step into key positions when they become
vacant. The BSIT FDP can be used as a foundation for these programs.

Additional Considerations

 The succession plan and mentoring/coaching program should be aligned with the
overall goals and objectives of the BSIT program.
 The succession plan and mentoring/coaching program should be flexible enough to
accommodate changes in the needs of the BSIT program.
 The succession plan and mentoring/coaching program should be communicated to all
BSIT faculty members.
 The succession plan and mentoring/coaching program should be evaluated regularly to
ensure that it is effective.