ABSTRACT
This chapter focuses on different approaches to the development of the talent pipeline, requiring succession planning for the role of vice-president (VP) and higher-level roles. It explores the three stages of the talent pipeline. The chapter first examines the various experiences that assist an academic to move beyond the role of just managing their own teaching load, through to taking on more responsibility. It considers the whole process of recruitment, particularly the use of head-hunters and what those aspiring to a senior management role might need to think about when contracting with head-hunters. The chapter finally considers what continuing professional development is necessary so that a VP can keep up to date with changes in both policy and practice. Where once the university's quality of teaching was an internal affair, realised in the generally vague incarnations produced by a QA regime, or by a hotchpotch of evaluation forms, there are now potent performance indicators producing national rankings.
