1. Updated Principal Power Metrics
Get the Best Talent
Consistently
Deploy Them
Deliberately
Retain & Develop Strategically
Percentage of Principal Supervisors satisfied with quality of candidate pipeline (I.B)
Ratio of quality applicants for each Principal vacancy (I.B)
Number and percentage of diverse candidates meeting the screening criteria by Provider (I.E)
Percentage of posted Principal vacancies filled by April 1 (II.A)
Percentage of Principal Supervisors indicating the advertisement and selection process helped them find candidates who meet the unique needs of the schools (II.C)
Percentage of highly effective Principals retained by high- and low-needs schools (VI.B)
Number and percentage of Principals on improvement plans who reach Effective or above ratings or are exited from Principalship (V. D)
Deliver HR Services
Effectively
Note for Get the Best: While HR does not own new principal performance, we recommend that HR tracks new principal performance by program/pathway in year 1-3
Note for Deploy Them: While HR does not own how principals are deployed, we recommend that HR tracks the distribution of principal effectiveness across high- and low-need schools
Percentage of Principal Supervisors satisfied with HR's services and support for their roles as HC managers (VII.B)
Percentage of Principal Supervisors satisfied with data and tools provided for HC management (VII.A)