CHANGE AGENTS: HOW STATES CAN DEVELOP EFFECTIVE SCHOOL LEADERS

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1 CHANGE AGENTS: HOW STATES CAN DEVELOP EFFECTIVE SCHOOL LEADERS West Comprehensive Center: Building the Capacity of Principals as Instructional Leaders October 24, 2013

2 Warm-Up How effective are your policies and practices related to administrator preparation and licensure in creating better outcomes for students? High Quality Information Not Effective Very Effective How would you rate the quality of the information on which you are making that judgment? Low Quality Information New Leaders, Inc. All rights reserved. 2

3 Today s Objectives During today s session, you will: 1 Be reminded about the critical importance of principals in the successful implementation of other state reform initiatives. 2 Gain a deeper understanding of the state s levers for improving principal pipeline, preparation, and licensure. 3 Collaborate to analyze state data on principal preparation in order to determine alignment and data gaps. 4 Review best practices for fostering an outcomes-based approach to principal preparation and licensure. New Leaders, Inc. All rights reserved. 3

4 The Agenda To accomplish those objectives we will: 1 Set the context: State action to improve leadership effectiveness 2 Deep dive on principal preparation: Ideas and examples 3 Deep dive on licensure: Ideas and examples 4 Assess current practices and set next steps New Leaders, Inc. All rights reserved. 4

5 New Leaders Theory of Change New Leaders, Inc. All rights reserved. 5

6 New Leaders Locations and Partnerships New Leaders, Inc. All rights reserved. 6

7 Leadership Effectiveness Continuum New Leaders, Inc. All rights reserved. 7

8 New Leaders Most Recent Publication: Change Agents Change Agents: How States Can Develop Effective Principals makes the case that now is the time for states to improve principal preparation and licensure. Concept Paper. A primer for states that want to build a pipeline of highly effective principals by reforming the way they hold preparation programs accountable for results and improving their licensure system. Companion Guide. A framework for state policymakers to explore questions of purpose and design based on an outcomes-based vision for principal preparation and licensure. Available for Download. Please visit: publications/change-agents/. New Leaders, Inc. All rights reserved. 8

9 SET THE CONTEXT: STATE ACTION TO IMPROVE LEADERSHIP EFFECTIVENESS

10 The Power of the Principal The single most powerful lever to lift the performance of a school and change the trajectory of students lives is a great leader. Principals are the CEOs of their schools. They set a vision of success for all students and a strong culture focused on results. They hire the best teachers and manage adults to keep improving. The most talented teachers want to work for the best leaders. This phenomenon is true in any business and it is also true in education. Transformational school leaders drive sustained achievement gains. Effective principals improve student achievement by ensuring high-quality teaching and learning at the school level each and every day in every classroom every year. New Leaders, Inc. All rights reserved. 10

11 Principals Are Integral to Success of Other Initiatives Effective principals have a number of high-leverage plays. Developing teachers. As instructional leaders, principals ensure rigorous, standards-based, and datadriven learning and teaching. Managing talent. As talent managers, principals build and manage a high-quality staff aligned to a vision of success for all students. Creating a great place to work. As culture builders, principals develop an achievement and belief-based school-wide culture. New Leaders, Inc. All rights reserved. 11

12 An Integrated System of State Policies In an ideal state, a comprehensive set of principal policies would work together to support a shared vision of leadership. New Leaders, Inc. All rights reserved. 12

13 Critical Levers: Pre-Service Preparation and Licensure Impact the quality of professionals entering the system in your state. Evaluate and approve principal preparation programs. There is an urgent need to overhaul the current approach to principal preparation and accelerate the pace of improvement. Use licensure and relicensure to ensure effective educators. Current systems lack rigor, are not aligned with expectations and are disconnected from job performance. Chat question: What are the greatest challenges to preparing great principals in your state? New Leaders, Inc. All rights reserved. 13

14 DEEP DIVE ON PRINCIPAL PREPARATION: IDEAS AND EXAMPLES

15 Build a Strong Principal Pipeline Attract new leaders and develop talent already in your system in order to develop a robust supply of future school leaders. Collect data to learn more about supply and demand. Determine where you have surpluses and shortages of leaders in order to target pipeline strategies. Offer alternative routes. Allow for multiple paths to the principalship. Foster the role of the teacher leader and create career paths for effective educators. State can build a pipeline from within by identifying, retaining, and creating opportunities that allow teachers with demonstrated effectiveness to assume more leadership responsibilities. Require preparation programs to develop relationships with districts. Strong ties provide opportunities for hands-on learning in an authentic setting where candidates can be evaluated on their leadership skills. Provide incentives for preparation programs to prepare leaders in areas of state need. Offer incentives such as fast-track renewal for expansion of programs that address state priorities like specialized turnaround preparation programs or preparation in rural areas. New Leaders, Inc. All rights reserved. 15

16 An Initial Review Focused on Capacity & Rigorous Plan Develop a robust supply of future school leaders. Raise the bar for all principal preparation programs. Design a state structure for review and approval based on consistent expectations. Work together with programs to develop a common understanding of the new expectations. Focus the initial review on a demonstration of institutional capacity to implement a rigorous plan. Look for evidence of capacity to successfully run a program and an operational plan to execute on a rigorous program design. Competency Framework Proactive Recruitment Rigorous Selection Robust Curriculum Clinical Component Participant Assessment Support for Graduates Program Improvement District Partnership New Leaders, Inc. All rights reserved. 16

17 A Renewal Process Focused on Outcomes & Improvement Differentiate the renewal processes based on outcomes and other measures. Use outcome measures to differentiate the renewal process and as data points for continuous program improvement. After a number of years running a program, require institutions to demonstrate the program s outcomes, implementation of best practices, and continuous improvement. Placement Rates Retention Rates LEA Satisfaction Leadership Effectiveness Student Outcomes Hold all types of preparation programs accountable for results. Enforce consequences for under-performing programs and provide incentives to high-performing programs. Spend time doing a more in-depth review on a more frequent basis for programs that have weaker outcomes. New Leaders, Inc. All rights reserved. 17

18 Program Renewal Initial Program Approval Information States Currently Collect about Prep programs Element AZ* CO* IA* NM* NV* UT* Competency Framework Proactive Recruitment Rigorous Selection Robust Curriculum Clinical Component Participant Assessment Support for Graduates Program Improvement Placement rates Retention rates LEA satisfaction Leadership effectiveness Student outcomes *According to data from Operating in the Dark. New Leaders, Inc. All rights reserved. 18

19 Iowa Example Matt Ludwig, Iowa Department of Education New Leaders, Inc. All rights reserved. 19

20 Arizona Example Todd Peterson, Arizona Department of Education New Leaders, Inc. All rights reserved. 20

21 Table Discussions Which preparation programs are doing the best job at school leader preparation in your state? How do you know? What data do you need from preparation programs to know if they are meeting the intended outcomes? Given your state systems and structures, what are the challenges to gathering these data? New Leaders, Inc. All rights reserved. 21

22 DEEP DIVE ON LICENSURE: IDEAS AND EXAMPLES

23 Using Licensure to Ensure Effective Educators A principal licensure system ensures new principals are prepared to enter the profession and practiced principals are demonstrating ongoing effectiveness. Streamline and increase the rigor of licensure by providing a single licensure system for principals completing traditional or alternative preparation programs. Develop an initial licensure process focused on a demonstration of the competencies necessary to lead a school. Create a regular license renewal process focused on a demonstration of ongoing effectiveness. Promote growth and improvement by recognizing ongoing achievements with a limited number of endorsements, such as opportunities for teacher leaders or advanced achievements for principals. Create a simple but rigorous reciprocity process with other states to encourage change agents to stay in the profession New Leaders, Inc. All rights reserved. 23

24 Evidence of Licensure Success So how will you know if you are on the path to reach this vision? There are a few pieces of evidence that might demonstrate that you are headed in the right direction. A single provisional license for entry into the principalship based on a demonstration of skills either through certification from a preparation program or a robust performance assessment. Connections to a principal evaluation system to inform receipt of a professional license, ongoing license renewal, and performance-based endorsements. Removal of superfluous licenses or endorsements such as grade-level specific licenses. Removal of incentives for licenses that are only linked to pay increases without corresponding changes in roles and responsibilities New Leaders, Inc. All rights reserved. 24

25 Table Discussions How effective is your current licensing system at assessing initial candidates and sitting principals against the practices that are most important in the principalship? What data do you need about principal licensure do you need in order to determine the effectiveness of your current practices? Given your state systems and structures, what are the challenges to gathering these data? New Leaders, Inc. All rights reserved. 25

26 ASSESS CURRENT PRACTICES AND SET NEXT STEPS

27 State Action Planning Circle up with your state colleagues and identify your next steps on priority areas. Area of Concern Resources / Ideas Next Steps New Leaders, Inc. All rights reserved. 27

28 Mission Our mission is to ensure high academic achievement for all children, especially students in poverty and students of color, by developing transformational school leaders and advancing the policies and practices that allow great leaders to succeed. Vision We envision a day when there is educational excellence and equity in America when our country s public schools ensure that every student is prepared for success in college, careers and citizenship.

29 APPENDIX

30 Re-invest the Master s Degree Bump Use funds currently spent on salary increases based only on credentials for more effective approaches. Require districts to link salary increases to job responsibilities. Compensation should reflect a person s job and their effectiveness in the role. Improve supply. Create an incentive structure to reward principal candidates that take on meaningful leadership roles. Redirect savings towards more effective approaches. Consider pilots of innovative compensation systems that help support and retain effective educators. New Leaders, Inc. All rights reserved. 30

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