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Last reviewed on 5 July 2018
Ref: 30065

Strong MATs have good succession planning in order to deal with a change in leadership well. Here's how to get started with this in your trust.

Have a career framework and structure in place

Clear development pathways help you to develop people, and help people to see their career progression within your trust.

Include both teaching and non-teaching staff in this framework.

Don’t just think about schools in isolation, but think about the trust as a whole, including staff in your central team.

For example, Ark Academy Trust sets out career stages and what development people can get at each stage on its website.

Identify risks and potential future needs

Think about:

  • Which key staff may leave or retire in the next few years, and whether there is someone who could fill their post
  • Who has potential
  • What roles you are going to need over the next few years
  • Whether the roles you currently have will all be necessary, or if restructuring or reallocation of duties might be suitable

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