1. Principal Supervisors as HC Managers
Capturing Our Learning

2. Overview
Purpose: To support principals supervisors in expanding their capacity to manage principal talent more effectively for student results
Key Elements of Principal Supervisors as HC Managers
Providing Data to Support Principal Supervisors HC Management
Providing Learning Opportunities and Clear Instructional Role Definition for Principal Supervisors as Human Capital Managers
Supporting Principal Supervisors in the Staffing and Allocation Process
Providing Human Capital Management Tools to Support Principal Supervisors in Decision-Making
See the Principal ABC Tool and Executive Summary of the Principal Puzzle Pieces for additional information
Urban Schools Human Capital Academy

3. Key Research
Principal Supervisors, also known as Instructional Leadership Directors, present an opportunity to provide critical supports to principals. Honig, et al., 2010
Yet, these Principal Supervisors often oversee too many people to provide adequate leadership development Bierly & Shy, 2013
Urban Schools Human Capital Academy

4. Metrics
Key metrics to understand performance in this function include:
Principal supervisor satisfaction w/ data and support provided for HC management
Urban Schools Human Capital Academy

5. Key Content
Principal Supervisors as HC Managers

6. HR’s Role in Principal Quality
Betsy
On the principal side, we know that effective principals are:
Good instructional leaders, that is – they can facilitate teachers’ learning about how to improve instruction
Good HC managers – they know how to get and keep the best people in their schools
Have a strong vision and can build a strong culture of academic excellence
Align and manage their resources for student achievement – budget, people, processe
Potential questions to ask the group after reviewing this slide:
Do you feel like these are comprehensive, or do you feel like anything is missing?
Urban Schools Human Capital Academy October 2014

7. What We Know: Deliver Services Effectively
Principal Supervisors play a key role in supporting principals
Coach individual principals
Facilitate networks of principals
Access resources
Set targets and provide accountability
Align HR to Principal Supervisor structure
Who does this slide?
Coach
Facilitator
Resources
Improvement
Support
Advice
Learning
Urban Schools Human Capital Academy October 2014

8. District Conditions & the Paradox of the Principalship
Effective Instructional Leadership
Most Commonly lacking condition:
ability to target resources where they are needed
hire the best available teachers
provide teachers with the opportunities they need to improve
keep the school running smoothly
Grissom & Loeb, 2009, p. 32
create appropriate staffing models
ability to hire, promote, and dismiss teachers.
Ikemoto, et al., 2014, p. 11
Betsy IF we get great principals – it becomes impossible to keep them because of the conditions in the district. The dysfunctional district will win every time. Even High Quality Principals cannot be great HC Managers or even effective managers in this kind of environment
Urban Schools Human Capital Academy October 2014

9. Creating Great Principals at Scale
Strand 1: Aligned goals, strategies, and resources Strand 2: Culture of collective responsibility, balanced autonomy, and continuous learning, and improvement Strand 3: Effective Management and Support for Principals Strand 4: Systems and policies to effectively manage talent at school-level
Betsy IF we get great principals – it becomes impossible to keep them because of the conditions in the district. The dysfunctional district will win every time. Even High Quality Principals cannot be great HC Managers or even effective managers in this kind of environment
Urban Schools Human Capital Academy October 2014

10. What Can HR Do to Contribute?
Bring Data & Information to the Table
Share Power Metrics and ABC Tool strategies
Identify effective teachers and APs
Provide Ideas, such as:
Create teacher leadership and “stepping stone” positions
Seek top performers’ input about what keeps them in your district
Lead/support efforts to make the role more manageable (Admin Managers)
Facilitate Dialogue
How can the district remove/limit barriers and set enabling conditions?
How can we share and facilitate promising practices between principals?
Betsy This is a service. Widen your organizational influence
Urban Schools Human Capital Academy October 2014

11. Tools and Activities

12. Tools Principal Power Metrics – Actions of Impact
Offers HR/HC teams actions that have an impact in each bucket of the Principal Power Metrics. It also includes:
Snippets from the Research
Power Metrics Recap
Actions of Impact – High-impact, often low-cost ideas
Top USHCA Tools and Materials
Principal’s Human Resources Bill of Rights
Outlines what principals should expect and demand in regards to human capital support and services
Sample Principal Supervisor Survey
Suggests sample survey questions to gauge Principal Supervisor satisfaction with key HR policies, tools and systems in order to provide best possible service
What a Difference a Focus Makes: The Emerging Role of the HR Partner in the District
Offers a case study of an effective HR Partner to support schools
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13. Activity: Rate Your District
Does your district:
Get the best principals consistently?
Deploy principals deliberately?
Retain principals strategically?
Deliver services to principal supervisors effectively?
Rate your district on a scale from 1 (worst) to 10 (best)
Urban Schools Human Capital Academy October 2014

14. Activity: Principal Power Metrics Analysis
Directions:
What do our Principal Power Metrics show?
In what “bucket” area will we focus to improve principal quality
Review the Actions of Impact tool for this area. Any promising ideas?
What is our vision for working with Principal Managers on this?
What are 2-3 concrete steps we will take to contribute to improved principal quality?
Urban Schools Human Capital Academy October 2014