2. Selecting, Reviewing, and Supporting the Administrator Governing Board Online Training Module

3. Administrative Structure Based on school need Demonstrated in a written organizational chart Establishes a reporting framework that sustains proper leadership roles Reflects clear board oversight Supports administrative supervision of daily operation

4. Board Responsibilities Select and hire the administrator Develop and implement an annual evaluation process Set clear, measureable professional goals for improvement Ensure necessary resources Convey confidence in daily decisions

5. The Hiring Process Create a job description Form a search committee Select candidates Interview candidates Check references and prior job performance

6. Creating a Job Description Professional Qualifications Type of degree Licensure Work experience Job Duties Budget management Personnel development, management, and evaluation Educational leadership Communication Facility maintenance School safety Student performance evaluation

7. Forming a Search Committee Search committee make-up may include: Board members Staff members Parents Committee tasks Write job announcement Market the position Develop recruitment strategies Develop interviewing strategies and process Make recommendations Ideal qualities and characteristics Qualifications

8. Marketing for Candidates Contact charter friendly networks Other schools Trusted peers in education Post the job opportunity Job posting websites School website Utah charter school associations U.S. Charter Schools Network Curriculum-/program- specific network

9. Characteristics of a Quality Leader Focuses decision on what is best for students Uses disaggregated data to make decisions Communicates well Recognizes a variety of stakeholder needs Incorporates input from stakeholders Knows how to delegate Leads by example Holds high personal standards

10. Characteristics of a Quality Leader (continued) Emulates and communicates the vision and mission Stays current on educational research Demonstrates expertise in teaching Inspires others Knows how to manage people, time, resources, and finances Has experience in and appreciation for the school model/philosophy

11. Interviewing Candidates Illegal questions: Any question regarding age, marital status, family planning, religious affiliation, or disabilities Acceptable questions: What strengths and weaknesses would you bring to the leadership position? What do you believe are the greatest contributions of charter schools? How are charter schools different from traditional public schools? What will you do to own and help the school to fulfill its vision and mission? What concerns you most about taking over the leadership of this school at this time?

12. Checking References Contact former employers Verify dates of employment Ask about past performance Contact individuals on the reference list Contact individuals not listed as a reference but who may know the candidate Seek individuals from a variety of viewpoints Supervisors, subordinates, and supporters Assume every situation has two sides

13. Evaluating Administrator Performance Look at progress and performance toward written goals Ownership and support of the vision and mission Personnel management Communication Finances and operations Student achievement School safety

14. Vision and Mission Internalizes and uses in action Uses when overseeing activities Uses in goal setting Drives data analysis Communicates in all areas of school Implements as designed Shares with community

15. Personnel Development & Management Motivates staff Recognizes excellence Mediates when necessary Provides guidance on professional development Encourages innovation Maintains order Legal compliance

16. Communication Regular communication Weekly folders, announcements Faculty meetings Productive communication Strong relationships Well-informed community Use of technology Articulate messages Ideas, needs, praise, and constructive criticism Timely resolution of concerns Conflict resolution

17. Finances and Operations Budget development Resource allocation School improvement planning Equitable environment Policy and procedure compliance Business office operations Facility and environment Parental involvement Participation in marketing the school Support for alternative funding

18. Student Achievement Collection, interpretation, and evaluation of school and student data Data-driven decision-making Compliance with federal, state, and authorizer requirements School improvement goals Meeting diverse student needs Implementing new programs Master scheduling

19. School Safety Respectful and safe environment Security Drug-free zone Plan for mitigating bullying Plan for student misconduct and discipline Conflict and crisis management Classroom management plans and procedures

20. Encourage Continuous Improvement Evaluation of strengths and weaknesses Publically acknowledge accomplishments Make resources available Document progress Demonstrate a willingness to improve Professional growth plan Plan for improvement Long-range goals Interim benchmarks

21. When problems arise Act with honesty and respect Act promptly, but not in haste Use reasonable, measured, and fair steps to resolution Remember “the grass isn’t always greener” Complete the school year

22. Provide Continuous Support Hire a qualified individual Refrain from involvement in daily operations Publically support decisions Include the administrator in strategic planning Verbally encourage the administrator Provide resources for success Training and professional development Mentor Funding

23. Summary Begin with an effective hiring progress. Job description must be realistic and should include qualifications and expected job duties. Search committees help identify quality candidates. Evaluate the administrator annually and establish realistic written goals and performance expectations. Evaluate effectiveness related to the vision and mission, personnel development and management, communication, finances and operations, student achievement, and school safety. Encourage the administrator and support a model for continuous improvement.