The National Association of Secondary School Principals (NASSP) is starting a new #prinleaderchat every Sunday at 9:00 pm EST. We will be starting this Sunday October 2. Our schedule is listed on this google spreadsheet https://goo.gl/SI9LVo.
Aloha! Welcome to the #PrinLeaderChat 'Ohana! Tonight @jowilson4139 leads our discussion on the @WallaceFdn Principal Pipelines Standard 3: Hiring. Please introduce yourselves.
Aloha! Welcome to the #PrinLeaderChat 'Ohana! Tonight @jowilson4139 leads our discussion on the @WallaceFdn Principal Pipelines Standard 3: Hiring. Please introduce yourselves.
A1 Well... if we could find a way to quantify relationship data- what do the students say about how they have lead, what do the families say, staff, other leadership?
The alignment btw mission and vision of district. If the no alignment- not in the pool
#PrinLeaderChat
A#1: I would look at prior leadership exper, evals of the person as a leader, personal characteristics, and teaching experience. Also the match btw person and what the school needs. #Prinleaderchat
A1: Data of “+” outcomes in culture bldg & instructional success must be combined w/student, staff & community input “look-firs”. What gets measured gets done, and savvy principals proactively gather/show evidence of continued growth & accompanying mindset.
#PrinLeaderChat
Q2: Does your district have a Leader Tracking System or data collection system for potential principal candidates? How could this be helpful? #PrinLeaderChat
A1 School climate survey. Attendance, achievement vs opportunity gap progress over time. Staff retention...people like to work for great leaders. #PrinLeaderChat
A1
#PrinLeaderChat
Agree Ed, prior experience is important. The experience needs to be varied such a leading an elem and middle school or urban turnaround or school with high poverty.
A#1: I would look at prior leadership exper, evals of the person as a leader, personal characteristics, and teaching experience. Also the match btw person and what the school needs. #Prinleaderchat
A1 Well... if we could find a way to quantify relationship data- what do the students say about how they have lead, what do the families say, staff, other leadership?
The alignment btw mission and vision of district. If the no alignment- not in the pool
#PrinLeaderChat
A1: 1. Experience in the field of education whether it is teaching or directing another school. It is important for a principle to have the experience and knowledge of what goes on in the classroom. Only then can he/she truly help the school.
A1
Climate data is essential. Parents care about safety and teaching can’t happen in schools that are not well managed with a strong plan for managing student behavior #PrinLeaderChat
A1 School climate survey. Attendance, achievement vs opportunity gap progress over time. Staff retention...people like to work for great leaders. #PrinLeaderChat
Q3: Some states require an assessment before an individual earns a principal certificate. Do you think an assessment of content knowledge is a good indicator of readiness to be a principal? #PrinLeaderChat
A1: Data of “+” outcomes in culture bldg & instructional success must be combined w/student, staff & community input “look-firs”. What gets measured gets done, and savvy principals proactively gather/show evidence of continued growth & accompanying mindset.
#PrinLeaderChat
A1: 1. Experience in the field of education whether it is teaching or directing another school. It is important for a principle to have the experience and knowledge of what goes on in the classroom. Only then can he/she truly help the school.
A3 I think that should be one of several components not the only. Others should be focus groups with stakeholders and perhaps a 30/60/90 day plan and outreach communications. Again, ways to see that there is alignment in mission and vision- or to establish new
#PrinLeaderChat
A2 Leader tracking systems help in matching candidates to positions. Big districts may need sophisticated systems, but any district can start the process of keeping track of emerging leaders and matching them with opportunities. #PrinLeaderChat.
A3) Currently, there is no evidence that prin cert tests have any predictive validity regarding effectiveness. Which is why I would try my best to only hire those who have been an AP or P before and there is good evidence abt their actual leadership skills. #Prinleaderchat
Q2: Does your district have a Leader Tracking System or data collection system for potential principal candidates? How could this be helpful? #PrinLeaderChat
Should taking the OGET and OSAT and other certifications simply qualify a teacher to begin to teach? Absolutely not, we ask teachers to have education and experience within their field, why not do the same for principles?
#PrinleaderChat
A2. I don't believe @SeafordBluejays has a tracking system. I believe it would be of value to recruit for administrative positions as much as teaching positions #PrinLeaderChat
Q4: What recommendations would you suggest for HR Departments when building a candidate pool for open principal position? What are the most important requirements? #PrinLeaderChat
A3 I think that should be one of several components not the only. Others should be focus groups with stakeholders and perhaps a 30/60/90 day plan and outreach communications. Again, ways to see that there is alignment in mission and vision- or to establish new
#PrinLeaderChat
A3) Currently, there is no evidence that prin cert tests have any predictive validity regarding effectiveness. Which is why I would try my best to only hire those who have been an AP or P before and there is good evidence abt their actual leadership skills. #Prinleaderchat
Q3
#PrinLeaderChat
Collecting data of the experiences, training an PD is helpful in finding candidates with the experiences needed for a position. Sometimes individuals need to be tapped
A2. I don't believe @SeafordBluejays has a tracking system. I believe it would be of value to recruit for administrative positions as much as teaching positions #PrinLeaderChat
A4 If there is previous experience, that is the most relevant info- good or bad- achievement or not- how they reflect, move forward, interact, grow, build happiness, AND LEAD- everyone has data- it’s the story behind the data and the plan with what to do with it
#PrinLeaderChat
A3. An assessment should only be one very small part of the process. A principal academy with tasks to complete with feedback given would be very valuable in the selection process. Districts should also prepare APs to be better ready to take over too. #PrinLeaderChat
I agree that a test is not the best way to select qualified candidates. This is another reason pipeline programs that provide meaningful experiences are so important
#PrinLeaderChat
Q3
Should taking the OGET and OSAT and other certifications simply qualify a teacher to begin to teach? Absolutely not, we ask teachers to have education and experience within their field, why not do the same for principles?
#PrinleaderChat
A2 Leader tracking systems help in matching candidates to positions. Big districts may need sophisticated systems, but any district can start the process of keeping track of emerging leaders and matching them with opportunities. #PrinLeaderChat.
A2: Leaders grow other leaders, and principal pathways are critical to both recruit and retain staff. Robust data-systems aid in identifying potential principals. What does @WallaceFdn recommend?
#PrinLeaderChat@jowilson4139
Q2: Does your district have a Leader Tracking System or data collection system for potential principal candidates? How could this be helpful? #PrinLeaderChat
A3. An assessment should only be one very small part of the process. A principal academy with tasks to complete with feedback given would be very valuable in the selection process. Districts should also prepare APs to be better ready to take over too. #PrinLeaderChat
A3: Assessment of knowledge can be a component of principal readiness but must not be the summative measure of “who is prepared”. There is no single “one-size-fits-all” measure for principal readiness.
#PrinLeaderChat@jowilson4139
Q3: Some states require an assessment before an individual earns a principal certificate. Do you think an assessment of content knowledge is a good indicator of readiness to be a principal? #PrinLeaderChat
A2: Leaders grow other leaders, and principal pathways are critical to both recruit and retain staff. Robust data-systems aid in identifying potential principals. What does @WallaceFdn recommend?
#PrinLeaderChat@jowilson4139
Q2: Does your district have a Leader Tracking System or data collection system for potential principal candidates? How could this be helpful? #PrinLeaderChat
A4 If there is previous experience, that is the most relevant info- good or bad- achievement or not- how they reflect, move forward, interact, grow, build happiness, AND LEAD- everyone has data- it’s the story behind the data and the plan with what to do with it
#PrinLeaderChat
A4 I think HR departments should spend time training APs to move up & they should keep their eyes/ears open for possible candidates The most important requirements should be love of children, always remembering what its like to be a teacher & strong work ethic #PrinLeaderChat
A4 I think HR departments should spend time training APs to move up & they should keep their eyes/ears open for possible candidates The most important requirements should be love of children, always remembering what its like to be a teacher & strong work ethic #PrinLeaderChat
