Background and Issues: Transitions between stroke coordinators can have a deleterious effect upon stroke program development and operations. Typically, a one-month notice of resignation is given. This allows insufficient time to advertise, interview, hire and train or orient new staff. Complicating the issue, the number of experienced stroke coordinators has not kept pace with demand. Hence, extensive training may be required for the replacement if one with experience is not available. Purpose: The purpose of our project was to prepare for a seamless transition between a retiring stroke coordinator and her replacement while maintaining quality and adding neurovascular intervention to the program. Methods: Our facility provides a phased-retirement program that allows gradual transition between full time employment and retirement. In July 2009, a eighty percent stroke coordinator position was split between a coordinator mentee and the experienced coordinator mentor. Over an eighteen-month period, responsibilities were gradually shifted to the replacement with ongoing education, guidance and support from the previous coordinator. For the first six months, orientation and coaching took place on an almost daily basis. Over the following year, progressive periods were planned for independent program management with available backup and support Results: A cerebrovascular intervention program was successfully implemented during the period. Primary Stroke Center Certification was maintained. Compliance with stroke performance measures did not decrease. The Get with the Guidelines Gold Plus Award was received for 2009, 2010 and 2011. Acute stroke treatment rates increased due to program enhancements and improvements during the period. Conclusions: This planned, progressive approach to program leadership transition allowed sufficient training for the replacement coordinator. At the conclusion of the process, the mentee stepped into the full-time position. This seamless transition provided for successful program operations and development.