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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
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Principal Selection ModelTalent Management & Organizational StrategyTalent Division
Agenda
Selection Process Rationale and Key Stages
Interview Preparation
Questions & Answers
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3 Key Outcomes of the Fulton Principal Selection Model
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Right Principals in Right SchoolsClarity on our Bench Strength and Succession
Development Targeted to Build Great Principals
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The Principalship is most important hire we make…
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, communicatio
n and outreach
NOW
Application window
*ROLLING*
Application screening and
interviews
Interviews (Central Office
and Local School)
Typical Process Flow
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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 FitCompetencies, Presence, Readiness
2. School FitMeets School Leadership NeedsMeets Your Career Desires
3. Fulton FitAligned With District Direction and Leadership Expectations
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Principal Selection Process – High LevelCreate School Profile
ScreenApplicants
1st Round Interview“Principal
Fit”
2nd Round Interviews“School
Fit”
Final Interview“FCS Fit”
Board Approval
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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.
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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.
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Questions
Contact me…
Central Learning Community
Dr. Gonzalo LaCavaArea Superintendent for Central Learning
470-254-6805
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