Charlotte Mecklenberg Public Schools

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Effective Principals in Our

Schools Takes Commitment and Focus

American Association of School Administrators

Ann Clark, Deputy Superintendent

March 29, 2013

About CMS

Number of Schools: 159

Elementary schools: 88

Middle schools: 39

High schools: 28

Alternative schools: 4

Number of Principals/APs: 159/238

Number of full-time teachers: 8,890

Number of Students (excludes Pre-K): 138,012

Zone Superintendents: 6

Vision: Charlotte-Mecklenburg Schools provides all students the best education available anywhere, preparing every child to lead a rich and productive life.

Mission: The mission of CMS is to maximize academic achievement by every student in every school.

Strategic Plan Alignment

Board Theory of Action

Areas of Focus

Key Strategies

Tactics

Core Beliefs

Strategic Plan 2014

• Effective Teaching and Leadership

• Performance Management

• Recruit and retain top talent for school-level positions.

• Ensure that school leaders have the ability and resources to meet the needs of students and teachers.

• Develop training programs for leaders and potential leaders to help improve performance.

• Design a five-year principal-induction program.

• Develop a succession plan for all key positions within the district.

• Expand opportunities for principal innovation through Freedom and Flexibility with Accountability.

Wallace Principal Pipeline

Initiative

CMS was awarded a grant from the Wallace Foundation, which launched an initiative in 2011 to help six urban school districts develop a much larger corps of effective principals and to determine whether this makes a difference in student learning in their schools.

Based on 10 years of research, Wallace has identified four key parts of a principal pipeline that can develop and ensure the success of a sufficient number of principals to meet district needs.

Evaluation/

Support

Leader

Standards

Selective

Hiring

Pre-Service

Training

Aspiring Leaders

Principal Pipeline Initiative

School Executive

Leadership Academy

Leadership Framework

Leadership Framework Alignment

Establish competencies that indicate

CMS focus on developing effective leaders within the NC Seven

Standards of

Executive

Leadership

Ensure principal preparation programs include an emphasis on the NC Seven

Standards and competencies in their selection criteria and curriculum

Incorporate NC

Seven Standards and competencies in selection and hiring strategy for school leaders

Re-assess how effectiveness is measured and evaluated to include the NC

Executive

Principal

Evaluation and other measures

(TEP)

Align principal/AP support with

NC Seven

Standards and competencies to help principals /AP grow

Principal Preparation Partners

Leaders for Tomorrow-Winthrop

University

• Two year program tailored to CMS

Strategic Plan 2014

• Candidates are nominated by sitting principals or district leaders

• Selection criteria and curriculum mapped to the NC Seven Standards of Executive

Leadership

• CMS district leaders participate in selection process and classroom activities

• Participants complete coursework towards an MA in educational leadership and license

School Executive Leadership Academy –

Queens University of Charlotte

• Partnership between the Cato School of

Education, the McColl School of Business,

CMS and other surrounding districts

• Candidates are nominated by sitting principals or district leaders

• Selection criteria and curriculum are mapped to the NC Seven Standards of

Executive Leadership

• CMS district leaders participate in selection process and classroom activities

• Participants receive the North Carolina school executive license in 14 months

AP/Principal Talent Pools

Rigorous screening and selection that provides candidates for school based selection process

Resume, Letter of Interest, PD transcript, evaluations (past three years), student/school level data that demonstrates impact

Interview, Writing Exercise and Case Discussion (principal candidates only)

Rubric that aligns with NC Seven Standards of Executive Leadership

Screening by HR; selection by principals

• All candidates for principals/AP positions must be in the talent pool

• School leadership position openings only advertised to talent pool candidates and sitting principal/APs

• Training provided to talent pool candidates

Talent Effectiveness Project:

AP/Principal Evaluation

The Talent Effectiveness Project is aimed at developing all talent across the district, to ultimately ensure student success.

Align goals at all levels so every employee understands their contribution to student success.

More accurately evaluate and more fully support CMS employees’ performance

The principal design team has recommended:

Ensure consistency with the evaluation process

Explore ways to incorporate peer feedback for developmental purposes

Identify ways to improve the teacher survey

Principal/AP Support

Principal Induction

Demonstrating

Leadership

Vision and

Innovation

Learning About

Leadership

• Capstone Project

• Val-Ed 360 Degree

Feedback (pilot)

• Innovation Institute

• Val-Ed 360 Degree

Feedback (pilot)

• Queens University

Education Leadership

Institute

Basic Skills

• Consultant Coach Model

• SAM Process (Year 2)

Principal/AP Support

Zone Support

Professional

Development

Principal

Principal

Induction

Individualized

Coaching

Thank You

Please feel free to reach me at

a.clark@cms.k12.nc.us

with any questions.

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