Principal Selection Model Talent Management & Organizational Strategy Talent Division

Agenda Selection Process Rationale and Key Stages Interview Preparation Questions & Answers 2

3 Key Outcomes of the Fulton Principal Selection Model 3 Right Principals in Right Schools Clarity on our Bench Strength and Succession Development Targeted to Build Great Principals

The Principalship is most important hire we make… 4 Red Auerbach, (former) President of the Boston Celtics “If you hire the wrong people, all the fancy management techniques in the world won’t bail you out.”

Principal Selection Schedule Planning, communication and outreach NOW Application window *ROLLING* Application screening and interviews Interviews (Central Office and Local School) Typical Process Flow 5 Key Changes from Prior Years: Application is now a Rolling Process Screens and Interviews will occur at scheduled intervals

Principal Selection has 3 key components 1.Principal Fit Competencies, Presence, Readiness 2.School Fit Meets School Leadership Needs Meets Your Career Desires 3.Fulton Fit Aligned With District Direction and Leadership Expectations 6

Principal Selection Process – High Level Create School Profile Screen Applicants 1 st Round Interview “Principal Fit” 2 nd Round Interviews “School Fit” Final Interview “FCS Fit” Board Approval 7  Approve candidate Application Questions Written essay Recommendation form Phone interview Behavioral interview Presentation based on data selection and role modeling  Interview final candidate  Recommend candidate Application submitted Survey about school WHAT Behavioral interview Presentation based on school profile Applitrack Talent Management Area superintendent AEDs Principals Talent Management School /community representatives Area superintendent Talent Management The Superintendent The Board Talent Management Applicant School community WHO

Round 2: School Fit Interview & Presentation School members make up the committee for Round 2. – One teacher and one parent based on Council recommendation. – Additional staff, parent or community members may be selected by the Area Superintendent/Area Executive Director. – In addition to school members, the Area Superintendent, Area Executive Director & HR Director will be part of the committee. Presentation – Candidate’s opportunity to discuss critical themes seen in school profile and a plan for first 90 days. The Round 2 process includes a behavioral interview: – A behavioral interview to assess critical competencies that school leadership needs based on survey data aligned to the top four of 8 leadership competencies. 8

Round 2: School Fit Interview & Presentation Area Superintendent requests feedback from committee. Area Superintendent makes the final recommendation to the Superintendent. At any point in the process, the Superintendent can make a direct appointment. 9

Round 3: FCS Fit In Round 3, the candidate will have the opportunity for a 1x1 interview with Superintendent which assesses: – Readiness for the Principal Position – Fit within FCS Vision and Values The Superintendent makes the final decision regarding a recommendation for hire to the Board for approval. 10

Questions 11

Contact me… Central Learning Community Dr. Gonzalo LaCava Area Superintendent for Central Learning