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 write down examples of behaviors associated with great principals you and/or your child have encountered (one behavior per sticky note).

Why does principal effectiveness matter? High Student Achievement Strong School and College Culture Readiness Engaged Community Empowered Staff and Teachers Great Principals

What defines a “great” principal? Cultural and Equity T HE DPS Leadership F RAMEWORK Instructional External Leadership Leadership F OR Expectations E FFECTIVE of a Great Principal S CHOOL Human Managerial L EADERSHIP Resource Leadership Leadership Strategic Leadership

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?

How do we ensure that each DPS school is led by a great principal? Recruit & Prepare Support & Develop Evaluate Reward / Retain • Define clear • Ensure support and • Evaluate all principals • Place principals in development for against a clearly schools where they pathways to novice principals defined framework of will improve most as becoming a DPS principal leaders and have principal • Create customized effectiveness. greatest impact on support structures for • Align how DPS student achievement experienced principals recruits and prepares aspiring principals to the Framework DPS Framework for Effective School Leadership

Additional Support $800,000 to pilot a program in $12.5 million over 5 years to which assistant principals at invest in building the next corps district-run schools serve a 1-year of outstanding principals to lead residency at charter schools and the city's schools. then return to lead a district-run school. Focused on building four key Develop a training and support parts of a "principal pipeline:" program for leaders rigorous job requirements, high- implementing innovation school quality training, selective hiring, plans to assist them in using and on-the-job evaluation and school resources in new and support. innovative ways.

Educa ucator tor Effectiv ectiveness eness Con ontin tinuum uum Improved systems Improved systems to support to support Teacher Effectiveness Principal Effectiveness DPS Framework for Effective DPS Framework for Effective Teaching School Leadership LEAP Revised Principal Evaluation Teacher Leadership Training to support LEAP Teacher Professional Development Principal Professional Development aligned to LEAP aligned to evaluation Aligned recruiting, rewards, Aligned recruiting, rewards, recognition recognition

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?

10 Thank you for your participation! Next Superintendent Parent Forum May 1, 2012 Smedley Campus 4250 Shoshone Street