Leadership Selection and Development Plan
I will use "Understanding by Design" to create a Leadership and Development Plan for EDAD 7586.
Essential Question: How will we recruit very best school administrators to lead our schools so every student has the opportunity for an outstanding public education?
Goal: Hire experienced, proactive instructional leaders who challenge every teacher, student and staff members to high academic standards.
Assessments
1. ongoing annual summary of report of administrative experience levels
2. graphic showing where district administrators came from
3. measure administrator's connection to administrators in other districts (associations)
4. track % of experienced administrators who apply for jobs in our district every year
5. Fantasy Administrative Team (who would we love to work with?)
6. Survey Standards for an Excellent Work Environment (measure over time: are we moving in the right direction?)
7. maintain a experience lvl chart of current administrators to predict possible turnover
8. chart the retention rate of administrators at each school and department over the last 10 years
Essential Questions
* do healthy schools generally have stable principal leadership?
* would we prefer to have an experienced retire/rehire principal with a short term commitment or a new principal?
* how many teachers are being mentored by principals now? who are they?
* do we have teachers who would be strong education leaders if they were encouraged who are unidentified? who?
* have we encouraged and promoted leaders from within?
* have we done exit interviews with principals who struggled? common themes?
* are experienced principals applying for our jobs?
* are our current administrators satisfied?
* would our current administrators encourage their friends to come to work here?
* are we proud of our school district?
* do we sell our district/school to other administrators?
Big Idea
Our district is as strong as the administrators and teachers that we recruit and retain.
Activities
1. Every administrator identifies three administrators outside of the district that they respect. Encourage administrators to build relationships with outside administrators.
2. Identify the districts that administrators are really, really happy to work in.
3. Exit Interview whenever an administrator leaves. Learn.
4. Organize a Cabinet Administration Selection Discussion Group. Talk through Recruitment Strategic Plan and build a strong shared belief in recruiting the very best colleagues.
5. Offer a referral fee for encouraging an experienced administrator ( a successful hire) to apply to the district.
6. Administrative visits to other districts to learn.
7. All Cabinet members expected to mentor at least one in-district administrator.
8. Active participation in Professional Organizations part of the job. Evaluated.
9. Schedule two Cabinet Meetings with a focus on recruitment each year.
10. Create an Administrative Recruiting Timeline and Strategic Plan.
11. Pay an early retirement bonus to encourage hiring administrators early spring.
12. Determine the districts that have the most satisfied administrators.
Essential Question: How will we recruit very best school administrators to lead our schools so every student has the opportunity for an outstanding public education?
Goal: Hire experienced, proactive instructional leaders who challenge every teacher, student and staff members to high academic standards.
Assessments
1. ongoing annual summary of report of administrative experience levels
2. graphic showing where district administrators came from
3. measure administrator's connection to administrators in other districts (associations)
4. track % of experienced administrators who apply for jobs in our district every year
5. Fantasy Administrative Team (who would we love to work with?)
6. Survey Standards for an Excellent Work Environment (measure over time: are we moving in the right direction?)
7. maintain a experience lvl chart of current administrators to predict possible turnover
8. chart the retention rate of administrators at each school and department over the last 10 years
Essential Questions
* do healthy schools generally have stable principal leadership?
* would we prefer to have an experienced retire/rehire principal with a short term commitment or a new principal?
* how many teachers are being mentored by principals now? who are they?
* do we have teachers who would be strong education leaders if they were encouraged who are unidentified? who?
* have we encouraged and promoted leaders from within?
* have we done exit interviews with principals who struggled? common themes?
* are experienced principals applying for our jobs?
* are our current administrators satisfied?
* would our current administrators encourage their friends to come to work here?
* are we proud of our school district?
* do we sell our district/school to other administrators?
Big Idea
Our district is as strong as the administrators and teachers that we recruit and retain.
Activities
1. Every administrator identifies three administrators outside of the district that they respect. Encourage administrators to build relationships with outside administrators.
2. Identify the districts that administrators are really, really happy to work in.
3. Exit Interview whenever an administrator leaves. Learn.
4. Organize a Cabinet Administration Selection Discussion Group. Talk through Recruitment Strategic Plan and build a strong shared belief in recruiting the very best colleagues.
5. Offer a referral fee for encouraging an experienced administrator ( a successful hire) to apply to the district.
6. Administrative visits to other districts to learn.
7. All Cabinet members expected to mentor at least one in-district administrator.
8. Active participation in Professional Organizations part of the job. Evaluated.
9. Schedule two Cabinet Meetings with a focus on recruitment each year.
10. Create an Administrative Recruiting Timeline and Strategic Plan.
11. Pay an early retirement bonus to encourage hiring administrators early spring.
12. Determine the districts that have the most satisfied administrators.
posted by Mike at 5:10 PM
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