Charlotte-Mecklenburg Schools: Novice Principals Hired SY2011-12 3. Hiring and Placement 2....
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Charlotte-Mecklenburg Schools: Novice Principals Hired SY2011-12 3. Hiring and Placement 2. Pre-Service 4. Evaluation and Professional Development Supports for Novice Principals Evaluation of Novice Principals Leaders for Tomorrow For example, UNC, Wingate, Gardner- Webb Potential Applicants for Principalship New Leaders University partners Alternative licensure pathways Other university programs Receives individualized support and mentoring Participates in professional development Undergoes McREL- developed annual evaluation (standards-based ratings, narrative summaries, and student growth measures) Undergoes prescreening (interview, writing activity, observed case discussion) Human Resources Applies for vacant position(s) Interview Committee (includes school staff, parents, community members, HR, and zone superintende nt) Is chosen if closely matched with profile of the school Has interviews with committee Is recommended to superintendent and CAO CMS Superintende nt and CAO Is appointed Continuation or dismissal Consultant Coach School Administration Manager (SAM) Program Queens University Executive Leadership Institute McColl Institute for Visual Arts Innovation Institute Zone Superintendents 1. Standards: Statewide: North Carolina School Executive Principal and Assistant Principal Evaluation Process (McREL) CMS-specific: Leadership Competency Framework and “Super Standards” that express prioritized state standards Partnership with Winthrop University Partnership with Queens University Participates in 18- month program Maintains current position and CMS salary Participates in national and local institutes Maintains current position and CMS salary Participates in two-year program Zone Superintende nts Zone Superintendents 1 st & 2 nd year 2 nd year 3 rd year 4 th year School Executive Leadership Academy (SELA) Optional training opportunities will be offered for candidates in the Talent Pool The Talent Effectiveness Project, an initiative for all employees, will explore the best way to collect data to inform a performance management approach Principal Candidates in Talent Pool Serves in internships at current school and different schools Earns Master’s in Educational Leadership Serves 1-year internship Serves in 1-year residency placement with a mentor In a pilot, participates in VAL-ED as a formative assessment for identifying PD needs 4 th & 5th year Zone Superintendents CAO A subset of qualities for Strategic Staffing Initiative and Project LIFT Zone schools will be defined Aspects of hiring process for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated Aspects of evaluation for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated • Heavily involved in selection • Oversees internship placements CAO and Zone Superintendents will help principals assess and recommend candidates Program or office Change in place for later cohorts Action taken by aspiring or novice principal New path for later cohorts Leadership Position Action taken Status of aspiring or novice principal Aspiring Principal Novice Principal Novice Principal Aspiring Principal Licensed administrator Licensed administrator Licensed administrator Licensed administrator District representat ives involved in selection DRAFT 12.05.12
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Transcript of Charlotte-Mecklenburg Schools: Novice Principals Hired SY2011-12 3. Hiring and Placement 2....
Charlotte-Mecklenburg Schools: Novice Principals Hired SY2011-12
3. Hiring and Placement2. Pre-Service 4. Evaluation and Professional Development
Supports for Novice Principals
Evaluation of Novice Principals
Leaders for TomorrowFor example, UNC, Wingate, Gardner-
Webb
Potential Applicants for Principalship
New Leaders
University partners
Alternative licensure pathways
Other university programs
Receives individualized support and mentoring
Participates in professional development
Undergoes McREL-developed
annual evaluation (standards-based ratings, narrative
summaries, and student growth measures)
Undergoes prescreening (interview, writing activity, observed case discussion)
Human Resources
Applies for vacant position(s)
Interview Committee
(includes school staff, parents, community
members, HR, and zone
superintendent)
Is chosen if closely matched with profile of
the school
Has interviews with committee
Is recommended to superintendent and CAO
CMS Superintendent
and CAO
Is appointed
Continuation or dismissal
Consultant Coach
School Administration Manager (SAM)
Program
Queens University Executive Leadership
Institute
McColl Institute for Visual Arts Innovation
Institute
Zone Superintendents
1. Standards:Statewide: North Carolina School Executive Principal and Assistant Principal Evaluation Process (McREL)CMS-specific: Leadership Competency Framework and “Super Standards” that express prioritized state
standards
Partnership with Winthrop University
Partnership with Queens University
Participates in 18-month program
Maintains current position and CMS
salary
Participates in national and local
institutes
Maintains current position and CMS
salary
Participates in two-year program
Zone Superintendents
Zone Superintendents
1st & 2nd year
2nd year
3rd year
4th year
School Executive Leadership Academy (SELA)
Optional training opportunities will be offered for candidates in the Talent Pool
The Talent Effectiveness Project, an initiative for all employees, will explore the best way to collect data to inform a performance management approach
Principal Candidates in Talent Pool
Serves in internships at current school
and different schools
Earns Master’s in Educational Leadership
Serves 1-year internship
Serves in 1-year residency placement
with a mentor
In a pilot, participates in
VAL-ED as a formative
assessment for identifying PD
needs
4th & 5th year
Zone Superintendents
CAO
A subset of qualities for Strategic Staffing Initiative and Project LIFT Zone schools will be defined
Aspects of hiring process for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated
Aspects of evaluation for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated
• Heavily involved in selection
• Oversees internship placements
CAO and Zone Superintendents will help principals assess
and recommend candidates
Program or office Change in place for later cohorts
Action taken by aspiring or novice principal
New path for later cohorts Leadership
Position
Action taken
Status of aspiring or novice principal
Aspiring Principal
Novice Principal
Novice PrincipalAspiring Principal
Licensed administrator Licensed administrator Licensed administrator Licensed administrator
District representatives
involved in selection
DRAFT 12.05.12
