Principal Supervision and Support Hosted By: John Nori Associate Director of Program Development, 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 I. Leader Standards II. Pre- Service Training III. Selective Hiring IV. Evaluation/ Support 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 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 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 The district is involved in internship and residency placement for all programs.

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 Selective Hiring

CMS Principal Induction Capstone Project 360 Feedback Year 5 Year 4 Year 3 Yrs 1 & 2

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 CMS AP Induction

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. Leader Tracking System

Redefined the job description for principal supervisor Reduced ratio of principal supervisor: principal ratio  Added 3 new principal supervisors for 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 Principal Supervisor Focus

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 Next Steps

The Wallace Foundation Recommended Reading Rethinking Leadership: The Changing Role of Principal Supervisors (2013) practice/Documents/Rethinking-Leadership-The-Changing-Role-of-Principal- Supervisors.pdf The School Principal as Leader: Guiding Schools to Better Teaching and Learning (2013) leadership/effective-principal-leadership/Documents/The-School- Principal-as-Leader-Guiding-Schools-to-Better-Teaching-and- Learning-2nd-Ed.pdf Districts Matter: Cultivating the Principals Urban School Needs (2013) policy-and-practice/Documents/Districts-Matter-Cultivating-the-Principals-Urban- Schools-Need.pdf Stories from the Field: Making Room for the Principal Supervisors (2013) center/school-leadership/district-policy-and- practice/Documents/Make-Room-for-the- Principal-Supervisors.pdf

NASSP invites you to join us in San Diego, CA Feb ,