1. The Principal Hiring Process Overview 2017-2018

2. Internal Appointments
Community input from the surveys and meetings will always be considered first, before any appointment.
We always consider current principals and what skills and experiences they would bring, along with their career interests
The Superintendent has the authority to make internal moves and assign an administrator to any school.
This can happen at any time during the process.

3. The Principal Hiring Process
1. Community Input
Community Meetings and Community surveys
Input needs to be thorough, yet timely.
2. Review of Input
Review of Input by Senior Directors, Superintendent and H.R.
Decision: Is there a current PPS Principal who would be the best match?
If “No”, then If “Yes”, then
3. Assess Applicants
Discussion by Administrative Hiring Team on who to recommend to Superintendent
4. Supt. Decides
Superintendent can make final decision at any time
Announcement

4. Principal Applicant Process
Online Application
Equity
Writing Prompt
District Screening Interview
Reference
Checks
Assessments
Recommendations to Superintendent
Minimum
Qualification
Racial Equity
Vision
Instruction
Instruction
Characteristics of the vacancy
Communication
Organizational and Accountability Cap
Racial Equity
Instruction
Preferred Skills & Abilities
Strengths, skill sets and experiences
Organizational and Accountability Cap
Communication
Performance
Management
Racial Equity
Vision
Advancing our Racial Equity initiatives
Trust and Integrity
Parent & Community Engagement
Organizational and Accountability Cap
Instruction
Succession planning
Parent & Community Engagement
Racial Equity
Management/
Communication
Parent & Community Engagement
Trust and Integrity
Validation of Professional Experience

5. Minimum Qualifications for Principals
To be considered, all principal applicants must meet the minimum standards described below:
Hold or be eligible to hold an Oregon administrative license by the first assigned workday.
Minimum two years of successful school administrative leadership in an educational setting with demonstrated results in improving academic performance of students.
Preferred Qualifications
Experience working in a richly diverse school community and environment and bi-lingual or multi-lingual

6. PPS Racial Equity
PPS Education Equity Policy highlights our Board’s commitment to eliminate the achievement disparities.
We need leaders who will support systemic equity initiatives and build on their cultural awareness through self-reflection to identify one's own racial and ethnic identity development.
All PPS leaders are deepening their understanding of institutionalized racism and its impact on student learning.   (Courageous Conversations)
All candidates must demonstrate their knowledge and potential to lead equity initiatives in their school buildings.

7. It’s Selective Characteristics of Strong Candidates:
Instructional leaders who can show evidence of improving student achievement and help eliminate the achievement gap for students of color
Leaders with high ethical standards who understand and model cultural competence
Highly skilled communicators who can create connections with staff, students, families and partners

8. Characteristics of Strong Candidates Cont.:
Effective managers with a record of excellence with integrity, fairness and organizational skills
Master teachers who understand effective instruction and know how to lead others

9. Principal Timeline Goals
Pools scheduled to open January 25, 2017
Jan. –March: Initial Screening and District Screening interviews
Feb. - May: Assessment of Equity; Instructional Leadership; Family & Community Engagement
Feb. – June: Principal Selections