1. Charlotte-Mecklenburg Schools: Novice Principals Hired SY2011-12 3. Hiring and Placement 2. Pre-Service 4.Evaluation and Professional Development Supports for Novice Principals Evaluation of Novice Principals Leaders for Tomorrow For example, UNC, Wingate, Gardner- Webb Potential Applicants for Principalship New Leaders University partners Alternative licensure pathways Other university programs Receives individualized support and mentoring Participates in professional development Undergoes McREL- developed annual evaluation (standards-based ratings, narrative summaries, and student growth measures) Undergoes prescreening (interview, writing activity, observed case discussion) Human Resources Applies for vacant position(s) Interview Committee (includes school staff, parents, community members, HR, and zone superintendent) Is chosen if closely matched with profile of the school Has interviews with committee Is recommended to superintendent and CAO CMS Superintendent and CAO Is appointed Continuation or dismissal Consultant Coach School Administration Manager (SAM) Program Queens University Executive Leadership Institute McColl Institute for Visual Arts Innovation Institute Zone Superintendents 1. Standards: Statewide: North Carolina School Executive Principal and Assistant Principal Evaluation Process (McREL) CMS-specific: Leadership Competency Framework and “Super Standards” that express prioritized state standards Partnership with Winthrop University Partnership with Queens University Participates in 18- month program Maintains current position and CMS salary Participates in national and local institutes Maintains current position and CMS salary Participates in two- year program Zone Superintendents 1 st & 2 nd year 2 nd year 3 rd year 4 th year School Executive Leadership Academy (SELA) Optional training opportunities will be offered for candidates in the Talent Pool The Talent Effectiveness Project, an initiative for all employees, will explore the best way to collect data to inform a performance management approach Principal Candidates in Talent Pool Serves in internships at current school and different schools Earns Master’s in Educational Leadership Serves 1-year internship Serves in 1-year residency placement with a mentor In a pilot, participates in VAL-ED as a formative assessment for identifying PD needs 4 th & 5th year Zone Superintendents CAO A subset of qualities for Strategic Staffing Initiative and Project LIFT Zone schools will be defined Aspects of hiring process for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated Aspects of evaluation for Strategic Staffing Initiative and Project LIFT Zone schools will be differentiated Heavily involved in selection Oversees internship placements CAO and Zone Superintendents will help principals assess and recommend candidates Program or office Change in place for later cohorts Action taken by aspiring or novice principal New path for later cohorts Leadership Position Action taken Status of aspiring or novice principal Aspiring Principal Novice Principal Aspiring Principal Licensed administrator District representatives involved in selection DRAFT 12.05.12