Denver Public Schools Principal Selection Process Tools Summary Based on the current DPS Principal Selection Process, the following tools have been created for use by Instructional Superintendents, SPSAC’s, Assistant Superintendents, and others participating in the principal interview process. PRINCIPAL SELECTION PROCESS STEP Pre-Screening PARTICIPANTS HR, IS First Discussion with the SPSAC Instructional Superintendent meets with SPSAC to review the process and identify selection priorities. IS, SPSAC TOOLS AVAILABLE AND DESCRIPTION OF PURPOSE/USE Resume Screening Tool A blank template used to capture the details of each candidate’s experience while reviewing the resume. The template may be used by HR staff or Instructional Superintendents as they complete their initial review of the resume. SPSAC Overview Powerpoint An overview for the SPSAC to support them in the roll out of the interview questions, rubrics, use of the framework indicators and details on how to collect evidence and rate candidates on the indicators for the purpose of principal selection. This presentation deck is designed to be a template that Instructional Superintendents can use with the SPSAC to develop school-specific priorities for candidate selection, review the framework as it relates to principal selection, and structure pre- and postinterview conversations. Identifying Principal Qualities IS works with the school-based community to develop description for desired principal qualities IS, community, SPSAC School Matching Guide This framework can be used by Instructional Superintendents as they prepare for SPSAC and community conversations determining the priorities for candidate skills and experiences based on the particular school, student and staff context and needs. The purpose of this tool is to ensure that information captured in the preliminary discussions will determine interview priorities, and will help the community assess candidate fit for particular school openings. PRINCIPAL SELECTION STEP Candidate Interviews Instructional Superintendent sits down with hiring committee to develop questions for the interview; IS provides samples from the framework-based question bank and together they decide what to include in the interview process PARTICIPANTS IS, SPSAC appointed hiring committee TOOLS AVAILABLE AND DESCRIPTION OF PURPOSE/USE Question Banks, Rubric Form and Description of Key Indicators For this step, Instructional Superintendents and SPSAC’s have available a question bank with detailed interview questions for each type of evidence described in the Framework for Effective School Leadership evidence guide as well as a rubric form to collect evidence related to the key indicators and a document with detailed descriptions of each indicator rating from the evidence guide itself. The key indicators from the Framework for inclusion in the principal selection process are: CEL-3 Equity Pedagogy I-3 High Quality Instruction IL-1 Drives instructional decisions w/student achievement data HRL 2: Applies teacher and staff performance management systems in a way that ensures a culture of continuous improvement, support and accountability SL-1 Leads school's vision, mission, and strategic goals to support college readiness for all students ML-3/EDL-1 Systematically communicates w/all stakeholders; Leads faculty and community involvement and outreach In addition to questions based on these indicators, there are a few additional ones based on important levers indicated by principal selection best practices research. Selection Recommendation Interviews are conducted; Instructional Superintendent, with committee recommendation, selects top 2-3 candidates IS, SPSAC appointed hiring committee, candidates Based on their priorities and the key indicators described in the accompanying documents, the hiring committee will select questions to be used during the selection process for principal candidates. Selection Conversation Guide This tool provides a framework to support Instructional Superintendent-led discussion with hiring committee to determine recommendations for the top 2-3 principal candidates during the school hiring committee debrief discussion. PRINCIPAL SELECTION STEP The Learning Walk PARTICIPANTS IS, AS, other DPS staff as appropriate, candidates TOOLS AVAILABLE AND DESCRIPTION OF PURPOSE/USE Learning Walk Tools To support Instructional Superintendents in structuring and leading the “Learning Walk” with principal candidates, the following tools are available: a) Candidate Reflection Form - Form for the candidate to use during the walkthrough to capture candidate reflections, i.e. a sample “observation” tool for candidates to complete and turn in for each teacher visit. This tool can be reviewed with IS’s during the candidate debrief as well as be collected as evidence for the candidate portfolio for those candidates advanced to the Superintendent conversation. b) Scenario Description - Sample scenario for IS’s to use in debriefing with candidates in order to confirm their knowledge of high-quality instruction and gauge their ability to work with and coach teachers effectively as an instructional leader. c) Walkthrough Interview Questions – Sample interview questions for the IS or AS to use during and after walkthrough. d) IS/AS Rubric Form – Rubric form based on the Framework indicators and designed for the IS or AS to use to capture candidate evidence during the “Learning Walk.” Summarizing Candidate Skills For final conversation with Superintendent and for future reference Superintendent, Candidate Profile IS, AS, This form for Instructional Superintendents provides the outline for a brief (1-2 page) candidates summary of candidate information (background, experiences, etc.) and evidence captured to date for the Superintendent’s review prior to interview. In addition to the general form, there is a completed “sample” profile available for a fictional candidate as an example for review. Communication with Candidate General communication with candidate throughout the selection process HR, IS Candidate Communication Tools Process and tools for communicating with candidates throughout the screening process.