Planning

Created by School House Rock Team
(2024-2025)

Summary

Admissions

• Fr. Chris will collaborate with the Lower Eastside Family of Parishes, including Nativity of the Lord, Sacred Heart, St. Augustine and St. Monica, St. Charles Borromeo, and St. Elizabeth, to promote the school.
• Engage with the 18 Mack Ave churches from I75 to St. Clare, including non-Catholic congregations, to broaden outreach.
• Distribute Pastor Letters and tri-fold brochures to various Catholic Churches in the Vicariate to attract new families.
  

Advancement to Increase Enrollment

• Identify potential benefactors from parish and non-parish communities, both within Michigan and nationwide, who support education.
• Bill and Mary Catherine will handle the distribution of letters to potential benefactors.
• Develop and maintain a comprehensive database of contacts.
• Utilize Facebook to engage with St. Clare Alumni and encourage their support.

Marketing

• Capture and utilize photographs and proofs to showcase the school environment and
  activities.
• Sarah and Jamie Duda will design an engaging this year’s tri-fold brochure.
• Coordinate printing and distribution of marketing materials.
• Use Constant Contact for regular communication with the school community.
• Send out 9 x 12 envelopes with student images printed on the face to create a personal touch.
• Engage with NBA Community Relations and Pistons Community Relations for broader community support.
• Promote the Falcon Fund through a dedicated tri-fold brochure.

Transportation

• Ann C. will oversee the arrangement of bus services.
• Ensure insurance coverage through AOD.
• Hire and manage drivers for the school buses.
• Collaborate with Fr. Chris and the Lower Eastside Family of Parishes for transportation support.

Security

• Facilities Manager (Larry) will apply for the NRA Grant in May and gather necessary information to enhance school security.

Finance

• Business Manager (Marion) will prepare and present the school financial statement.
• Aim to raise $250,000 through various fundraising efforts.
• Develop a (mini) business plan to outline financial goals and strategies.

Conclusion

 Rev Fall 2024

Assessment and Planning (Month 1)

• Identify Key Responsibilities: Outline the principal's core duties, including administrative tasks, staff management, student interactions, and community engagement.
• Select a Successor: Choose an interim principal or identify potential internal candidates who can step into the role. Consider their experience, leadership skills, and familiarity with the school's mission and values.
• Develop a Transition Timeline: Create a detailed timeline for the transition, including key milestones and deadlines.
  

Training and Development (Months 2-3)

• Mentorship Program: Pair the successor with the current principal for hands-on training and mentorship. This includes shadowing, attending meetings, and understanding daily operations.
  
• Professional Development: Provide training in areas such as educational leadership, school finance, and community relations. 
• Consider workshops, online courses, or seminars.
  
• Feedback Mechanism: Establish regular check-ins to assess progress and address any concerns or gaps in knowledge.
  

Gradual Transition (Months 4-5)

• Delegation of Duties: Gradually transfer responsibilities to the successor. Start with smaller tasks and progressively move to more significant duties.
  
• Stakeholder Communication: Inform staff, students, and parents about the transition plan. Ensure transparency and address any questions or concerns.
  
• Performance Evaluation: Monitor the successor's performance and provide constructive feedback. Adjust the plan as needed based on their progress.

Final Handover and Support (Month 6)

• Complete Handover: Ensure all responsibilities are fully transferred to the successor. The outgoing principal should step back and allow the new principal to take full control.
  
• Ongoing Support: Offer continued support and mentorship for the first few months to ensure a smooth transition. This could include periodic check-ins and availability for consultation.
  
• Evaluation and Feedback: Conduct a final evaluation of the transition process. Gather feedback from staff, students, and parents to identify areas of improvement for future succession planning.

Additional Considerations

• Documentation: Maintain detailed records of the transition process, including training materials, meeting notes, and feedback.
  
• Community Involvement: Engage the school community in the transition process to foster a sense of continuity and support.