Principal Recognition and Support

District of Columbia Public Schools | 1200 First Street, NE | Washington, DC 20002 | T 202.442.5885 | F 202.442.5026 | dcps.dc.gov

Proposals for Principal Recognition and Support

July 2015

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Why does recognition matter?

Proposals for 2015-16 Recognition and Support

District of Columbia Public Schools 2

Why now? Principal retention is a crisis across American schools that is costing money and energy, not to mention the impact it has on teachers and students. According to OfficeVibe, the #1 reason for early departure from any profession is due to the employee feeling unappreciated.

School Leaders Network’s CHURN: The High Cost of Principal Turnover

About 50% of principals quit after their first 3 years.

Their departure is often due to a lack of support that fosters commitment.

Recent education reform has thrown principals into the deep end without proper support or training.

It takes an average of 5 years of mobilize a school’s vision, improve teaching staff, and implement policies and practices, a longer time than 50% of principals remain in a school to fulfill these goals.

We need good leaders because they hire good teachers and lead good schools.

Sustained effort is needed because it takes a long time to see progress.

High investment yields high results.

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What drives employee retention?

Ivey Business Journal’s 10 C’s of Employee Engagement

Connect: employee-manager relationship

Career: challenging and meaningful work

Clarity: clear vision of organization’s goals, mission, and inner workings

Convey: expectations and feedback

Congratulate: immediate feedback on strong performance

Contribute: full account and action upon employee inputs

Control: employees need to feel in control of workload, ensure that they are helped to be in control

Collaborate: cooperation and trust

Credibility: strive to maintain reputation, high ethical standards, pride in organization

Confidence: ensure stakeholders’ trust


District of Columbia Public Schools |

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What are the benefits of retention?

BlackHawk Engagement Solutions notes that recognition programs increase: profits by 27%, sales by 50%, customer loyalty by 50%, above average productivity by 38%, and higher stock returns by 155%.

OfficeVibe

Companies with strategic recognition average 23% less turnover than companies without such programs

Recognition of performance increases employee engagement by 60%.

Because of higher engagement, these companies are 12 times more likely to have strong business results.



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What are the benefits of retention?

Cutting Edge PR

Increased individual productivity – the act of recognizing desired behavior increases the repetition of the desired behavior, and therefore productivity. This is classic behavioral psychology. The reinforced behavior supports the organization’s mission and key performance indicator.

Greater employee satisfaction and enjoyment of work - more time spent focusing on the job and less time complaining.

Direct performance feedback for individuals and teams is provided.

Higher loyalty and satisfaction scores from customers.

Teamwork between employees is enhanced.

Retention of quality employees increases – lower employee turnover.

Better safety records and fewer accidents on the job.

Lower negative effects such as absenteeism and stress.



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Proposals for recognizing and supporting principals

Proposed ideas were derived from Robinson Resource Group, Wall Street Journal, YouEarnedIt, and the University of Washington.


District of Columbia Public Schools

Ongoing strategies Less frequent strategies

1. Rewarding a principal’s exceptional or innovative safety practices at their school – this could occur on an ongoing basis, such as with a call or email from OHC thanking them, or it could occur less frequently with a physical award.

2. Collaboration between principals and OHC – this could be used as a means of “promotion,” where principals can bring their knowledge and expertise to the table for decision-making. Additionally, inviting principals to meetings that they would otherwise not be invited to boosts their confidence in their expertise.

3. Phone calls, emails, thank you cards – reaching out to a principal seemingly out-of-the-blue to only acknowledge something outstanding that they have done can be immensely rewarding.

1. An offsite (i.e. not on school grounds) activity such as a social or professional development retreat – this could be effective on a semi-annual basis.

2. Principal of the month or quarter – no principal shall receive this award more than once per year, and in order for OHC to select such a principal, constant communication between principals and OHC would be ensured.

3. “Stay” interviews – like an exit interview, but these interviews would seek out why principals remain in their position, and also find out what they need help and support with. These interviews should occur annually.

4. Rookie Principal of the Year – at Standing Ovation, in addition to the aforementioned proposals, an outstanding first-year principal should be honored.

5. “What can we do to help?” – quarterly emails from OHC should be sent to principals asking them to express any concerns, questions, or seek help or resources.

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How to understand the proposals



The following slides provide an outline of the existing and proposed DCPS

recognition efforts for the 2015-16 school year.

• Events written in this color are already planned means of recognition.

• Events written in this color are proposed means of recognition.

The key below comes from the broader DCPS calendar.

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“How can we help?” emails

These quarterly emails from OHC should be an opportunity for principals to express any concerns, questions, or seek help or resources.

Examples of questions or concerns:

“My teachers aren’t responding well to my feedback.”

“Have you heard any interest from potential volunteers? My staff and I could use some help.”

“I need help with reaching out to the parents of my students.”

Examples of help that principals could request from OHC:

Assistance at back to school nights

Assistance for special activities during the school day

Organizations to collaborate with

Conference with OHC staff



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AugustMonday Tuesday Wednesday Thursday Friday

3 4 5 6 7

10 11 12 13 14

17“What can we do to help?” email

18 19 20 21

24Begin planning National Principals Month

25 26 27 28

31



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SeptemberMonday Tuesday Wednesday Thursday Friday

1 2 3 4

7 8 9 10 11

14Begin Standing OvationSelections

15 16 17 18

21 22 23 24 25

28 29 30



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October – National Principals MonthMonday Tuesday Wednesday Thursday Friday

1 2

5 6 7 8 9

12 13 14 15 16Offsite retreat/PD

*19* 20 21 22 23

26 27 28 29 30xx



12

NovemberMonday Tuesday Wednesday Thursday Friday


3 4 5 6

9 10 11 12 13

16 17 18 19 20

23 24 25 26 27

30



13

DecemberMonday Tuesday Wednesday Thursday Friday

1 2 3 4

7 8 9 10 11

14 15 16 17 18

21 22 23 24 25

28 29 30 31



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JanuaryMonday Tuesday Wednesday Thursday Friday

1

4 5 6 7 8

11 12 13 14 15

18 19“What can we do to help?” email

20 21 22xx

25 Begin selection for Washington Post Distinguished Educational Leadership Award

26 27 28 29



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FebruaryMonday Tuesday Wednesday Thursday Friday

1Standing Ovation @Kennedy Center

2 3 4 5

8 9 10 11 12

15 16 17 18 19

*22* 23 24 25 26

29



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MarchMonday Tuesday Wednesday Thursday Friday

1 2 3 4Offsite retreat/PD

7 8 9 10 11

14 15 16 17 18

21 22 23 24 25

28 29 30 31



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April – National Assistant Principals WeekMonday Tuesday Wednesday Thursday Friday

1

4Washington Post Distinguished Educational Leadership Award

5 6 7 8xx


12 13 14 15

18 19 20 21 22

25 26 27 28 29



18

MayMonday Tuesday Wednesday Thursday Friday

2Teacher Appreciation Week





9 10 11 12 13

16 17 18 19 20

*23* 24 25 26 27

30 31



19

JuneMonday Tuesday Wednesday Thursday Friday

1 2 3

6 7 8 9 10

13 14 15 16xx 17

20 21 22 23 24

27 28 29 30



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JulyMonday Tuesday Wednesday Thursday Friday

1

4 5 6 7 8

11 12 13 14 15

18 19 20 21 22

25 26 27 28 29



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Proposals for National Principals Month

The following proposals are based on the success of DCPS’s strategies for National Principals Month 2014.

John Davis Daily Updates Highlight

All-Central Office email blast

Website feature on EML and National Principals Month

The teacher Opportunities Newsletter notifies all teachers of National Principals Month

Parent and community organizations are notified through the OFCE newsletter

Regular principal highlights on Instagram, Facebook, and the DCPS website



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Proposals for Assistant Principals Week

The following proposals are based on the success of DCPS’s strategies for National Assistant Principals Week 2015.

Send blast to Principals via the Daily Update to provide notice that the week is coming up.

In a communication to Principals, request shout-outs for their APs to include in the Daily Update.

Send blast via Opportunities newsletter to teachers with ideas on how to celebrate their principals

Send blast to school communities via the Family and Public Engagement newsletter to provide notice that the week is coming up



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Proposal for Standing Ovation

In addition to an overall Principal of the Year, there should also be categorical awards for certain aspects of principalship, perhaps based upon the six standards of the Leadership Framework.

For example, a principal who develops an outstanding School Culture would receive an award. Therefore, there would be six other principal awards at Standing Ovation in addition to the overall Principal of the Year, and the proposed Rookie Principal of the Year.



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Proposals for Assistant Principals Week (cont’d)

Feature one AP each day to highlight the AP role:

A new AP in DCPS

A DCPS principal who began as an AP

An AP who has transitioned to the Mary Jane Patterson Fellowship

An AP who began as a DCPS teacher.

Social media shout outs from the Chancellor (Twitter, Instagram, Facebook)

Provide superintendents with a list of ideas to celebrate their Aps.

Celebrate AP School Leader Task Force participants at the final session of the school year.

A note for each AP from the PE team (15 from each team member)

Procure note cards and potentially another small token of appreciation



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Conclusion

Principal retention is crucial to the prosperity of a school. At OHC, particularly with PE, it is essential that principal appreciation, satisfaction, and support remains high so that our schools continue to be lead by excellent leaders.



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Key Resources

http://www.bhengagement.com/employee-rewards-recognition/

http://connectleadsucceed.org/sites/default/files/principal_turnover_cost.pdf

http://www.cuttingedgepr.com/articles/emprecog_so_important.asp

http://dcps.dc.gov/sites/default/files/dc/sites/dcps/publication/attachments/DCPS%20SY1516%20Small%20Calendar%20Final.pdf

http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/

http://iveybusinessjournal.com/publication/what-engages-employees-the-most-or-the-ten-cs-of-employee-engagement/

https://www.officevibe.com/blog/employee-recognition-infographic

http://www.rrgexec.com/rewarding-your-employees-15-examples-of-successful-incentives-in-the-corporate-world/

http://www.washington.edu/admin/hr/roles/mgr/ee-recognition/award-ideas

http://youearnedit.com/blog/25-staff-appreciation-and-recognition-ideas-that-wont-break-the-bank/



http://www.bhengagement.com/employee-rewards-recognition/

http://connectleadsucceed.org/sites/default/files/principal_turnover_cost.pdf

http://www.cuttingedgepr.com/articles/emprecog_so_important.asp

http://dcps.dc.gov/sites/default/files/dc/sites/dcps/publication/attachments/DCPS SY1516 Small Calendar Final.pdf

http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/

http://iveybusinessjournal.com/publication/what-engages-employees-the-most-or-the-ten-cs-of-employee-engagement/

https://www.officevibe.com/blog/employee-recognition-infographic

http://www.rrgexec.com/rewarding-your-employees-15-examples-of-successful-incentives-in-the-corporate-world/

http://www.washington.edu/admin/hr/roles/mgr/ee-recognition/award-ideas

http://youearnedit.com/blog/25-staff-appreciation-and-recognition-ideas-that-wont-break-the-bank/

Documents

Principal Recognition and Support