Principal Supervision and Support
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NASSP
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Principal Supervision and Support
Today’s Presenter:
Ann B. Clark
Deputy Superintendent
Charlotte-Mecklenburg Schools (NC)
Wallace PPI Initiative
COMPONENTS
1. Leader standards, to which CMS aligns job descriptions,
training, hiring requirements, evaluations, and professional
development
2. High-quality training, including recruitment, selective admissions
and pre-service experiences aligned with expectations for school
leaders
3. Selective hiring of the most qualified applicants, and placement
based on a match between the candidate and the school
I.
IV.
Leader
Evaluation/
Support Standards
III.
Selective
Hiring
II.
PreService
Training
4. On-the-job evaluation and support: evaluation that addresses the capacity to
improve teaching and learning, and support that includes mentoring and professional
development addressing the needs that evaluation has identified
The fifth component, Alignment, capacity and quality assurance, addresses integration
of the four components above so as to create a coherent and highly effective system of
principal development and support
Leader Standards
Principal Preparation
PARTNER PROGRAMS
CMS has formed partnership with 4 local universities to provide effective training for
aspiring school leaders:
•
Leaders for Tomorrow, Winthrop University, 2-Year Program, MA Ed Leadership,
develops leaders for various settings, and target cohort size is 20-25
• School Executive Leadership Academy, Queens University, 14-Month Program,
credits towards MBA, MSA, or MS in OD, develops leaders for various settings, and
target cohort size is 15
• Aspiring High School Principals Program, UNC-Charlotte, 2-Year/1-Year/5-Week,
MA Ed Leadership, develops leaders for high school, and target cohort size is 15
• Educational Leadership Program, Wingate University, 3-Year/1-Year, MA Ed
Leadership, develops leaders for various settings, and target cohort size is 15
In order to apply to these programs, you must be nominated by your principal. The
nomination window will open in early fall 2014. The district is involved in internship
and residency placement for all programs.
Selective Hiring
•
All candidates for principal/AP positions must go through a centralized
rigorous screening and section process to be placed be in the talent pool
•
Process designed by community superintendents based on identified
competencies, skills and beliefs
• Centralized process: Application and virtual interview followed by activities
including role play, in basket exercise, school data review and teacher
observation
• School based process: Recommendation from community superintendent
based on input from school selection committee; final decision from
superintendent
CMS Principal Induction
Demonstrating
Leadership
• Capstone Project
• 360 Feedback
Vision and
Innovation
• Innovation Institute
Learning About
Leadership
• Queens University
Educational
Leadership Institute
Instructional
Leadership
Focus
• Consultant Coach
Model
• Start SAM (Year 2)
CMS AP Induction
FIRST YEAR APs:
• Monthly meetings led by ED and/or Development Teams
SECOND YEAR APs:
• AP Academy at Queens University
6-day program at Queens University to support APs as they develop an
understanding of leadership and develop their own leadership philosophy
• SAM Data Collection
Opportunity to shadow a principal for 2 days to gain perspective on the day-to-day
role of principal and experience how other schools and/or grade levels operate
Leader Tracking System
LTS Vision
The LTS will enable and support data-driven decision making throughout
multiple components of our principal pipeline: pre-service training, selective
hiring, on-the-job support, and evaluation.
Strategic Plan Alignment
The LTS aligns with Strategic Plan 2018 in the following areas:
Goal 2: Recruit, develop, retain and reward a premier workforce
Goal 5: Optimize district performance and accountability by strengthening
data use, processes and systems
LTS Will Not
Replace MyAPP or be used as a system directly linked to the hiring process.
Principal Supervisor Focus
• Redefined the job description for principal supervisor
• Reduced ratio of principal supervisor: principal ratio
Added 3 new principal supervisors for 2014-2015
• Provided tailored executive coaching for principal
supervisors through Queens University
• Provided instructional monitoring training through The
New Teacher Project
• Schedule weekly meetings with principal supervisors
Next Steps
As we move forward, we will continue to focus on strengthening
our internal capacity to build strong principals and a sustainable
initiative.
•Evaluate impact of principal preparation and induction programs
•Improve recruiting, selection and hiring processes
•Collaborate with other district initiatives (i.e. Project Lift, Success by
Design, Beacon, etc.)
•Leverage LTS to strengthen the districts ability to use data to inform
decisions
•Continue to reduce the principal supervisor: principal ratio
The Wallace Foundation Recommended Reading
Rethinking Leadership: The Changing Role of Principal Supervisors (2013)
http://www.wallacefoundation.org/knowledge-center/school-leadership/district-policy-andpractice/Documents/Rethinking-Leadership-The-Changing-Role-of-PrincipalSupervisors.pdf
The School Principal as Leader: Guiding Schools to Better Teaching
and Learning (2013)
http://www.wallacefoundation.org/knowledge-center/schoolleadership/effective-principal-leadership/Documents/The-SchoolPrincipal-as-Leader-Guiding-Schools-to-Better-Teaching-andLearning-2nd-Ed.pdf
Districts Matter: Cultivating the Principals Urban School Needs (2013)
http://www.wallacefoundation.org/knowledge-center/school-leadership/districtpolicy-and-practice/Documents/Districts-Matter-Cultivating-the-Principals-UrbanSchools-Need.pdf
Stories from the Field: Making Room for the
Principal Supervisors (2013)
http://www.wallacefoundation.org/knowledgecenter/school-leadership/district-policy-andpractice/Documents/Make-Room-for-thePrincipal-Supervisors.pdf
NASSP invites you to join us in
San Diego, CA Feb. 19-21, 2015
http://www.nasspconference.org/register