American Association of School Administrators
Ann Clark, Deputy Superintendent
March 29, 2013

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.

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.

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
• School Executive
Leadership Academy

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

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

• 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

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

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)

Zone Support
Professional
Development Principal
Principal
Induction
Individualized
Coaching

Please feel free to reach me at a.clark@cms.k12.nc.us
with any questions.