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.