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Princ incipal ipal Talent lent Ma Mana nagement ement in in t the e Denver er Public lic Schools
- ls:
Princ incipal ipal Talent lent Ma Mana nagement ement in in t - - PowerPoint PPT Presentation
Princ incipal ipal Talent lent Ma Mana nagement ement in in t - - PowerPoint PPT Presentation
Princ incipal ipal Talent lent Ma Mana nagement ement in in t the e Denver er Public lic Schools ols: : Supporting Principal Effectiveness to Boost Student Achievement A Great Principal Use the sticky notes on your table to
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Why does principal effectiveness matter?
Great Principals Empowered Staff and Teachers Engaged Community Strong School Culture High Student Achievement and College Readiness
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Expectations
- f a Great
Principal
Cultural and Equity Leadership Instructional Leadership Human Resource Leadership Strategic Leadership Managerial Leadership External Leadership
What defines a “great” principal? THE DPS FRAMEWORK FOR EFFECTIVE SCHOOL LEADERSHIP
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Exploring the Framework
Your Notes
- The poster at your table contains a
section for each Framework expectation.
- Look at the sticky notes you created and
place them in the appropriate category. Discuss at Your Table:
- In which categories do you have the most
notes? Why?
- Are there any categories with few or no
notes? Why?
- Were you not able to fit some of notes in
a category? Is a new category required?
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Recruit & Prepare
- Define clear
pathways to becoming a DPS principal
- Align how DPS
recruits and prepares aspiring principals to the Framework
Support & Develop
- Ensure support and
development for novice principals
- Create customized
support structures for experienced principals
Evaluate
- Evaluate all principals
against a clearly defined framework of principal effectiveness.
Reward / Retain
- Place principals in
schools where they will improve most as leaders and have greatest impact on student achievement
How do we ensure that each DPS school is led by a great principal? DPS Framework for Effective School Leadership
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Additional Support
$12.5 million over 5 years to invest in building the next corps
- f outstanding principals to lead
the city's schools. Focused on building four key parts of a "principal pipeline:" rigorous job requirements, high- quality training, selective hiring, and on-the-job evaluation and support. $800,000 to pilot a program in which assistant principals at district-run schools serve a 1-year residency at charter schools and then return to lead a district-run school. Develop a training and support program for leaders implementing innovation school plans to assist them in using school resources in new and innovative ways.
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Improved systems to support Teacher Effectiveness Improved systems to support Principal Effectiveness
Educa ucator tor Effectiv ectiveness eness Con
- ntin
tinuum uum
DPS Framework for Effective Teaching DPS Framework for Effective School Leadership LEAP Revised Principal Evaluation Teacher Leadership Training to support LEAP Teacher Professional Development aligned to LEAP Principal Professional Development aligned to evaluation Aligned recruiting, rewards, recognition Aligned recruiting, rewards, recognition
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The Framework in Action
Discuss at Your Table:
- What Principal Framework
indicators do you think are most important to your school?
- How would you rate/evaluate your
principal using this Framework?
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