BALTIMORE CITY PUBLIC SCHOOLS

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1 1 Growing Great Leaders: School Leadership Development Overview for Principals April 3, 2014

2 Overview for Principals: Key Questions 2 OBJECTIVE To provide details that will inform your decision to participate in City Schools Growing Great Leaders work to develop aspiring leaders in your school 1. What is Growing Great Leaders? 2. What will Growing Great Leaders: School Leadership Development look like for aspiring leaders? 3. What will principals in participating schools experience next year? 4. How does my school participate?

3 What is Growing Great Leaders? 3

4 Strong leaders are essential for great schools. 4 WHAT WE KNOW Strong, dynamic leaders set the tone for success in our schools. They create environments where: Every student has access to excellent teaching and learning; Students graduate college and career ready; Talented people are supported, developed and retained; and Families and communities are engaged. Great schools require strong leadership both within and outside of the classroom.

5 The great leaders of tomorrow are already working in City Schools. HOW WE ENVISION ON-THE-JOB LEADERSHIP DEVELOPMENT 5 Tap talented individuals already at your school (e.g., ILT members) and prepare them for more formalized leadership roles in the future Help aspiring leaders build their leadership skills through job-embedded development

6 Growing Great Leaders: Overall Goals 6 BIG GOAL Growing Great Leaders is a district initiative to increase the number of highly effective principals in City Schools. Through Growing Great Leaders, City Schools will: (1) Retain our most talented staff - Increase skills and retention of our most talented school-based staff members (2) Prepare strong candidates for leadership - Increase pool of qualified candidates with proven skills for school leadership positions; improve support and resources for school leadership teams (3) Increase retention of school leaders, specifically principals - Better prepare and identify school match for incoming principals Growing Great Leaders affords me the opportunities to get a taste of what [school leadership] is like while providing a lot of support to help me grow and develop further Growing Great Leaders participant

7 Growing Great Leaders: Year by Year PLANNING & PREPARATION Scope and goals finalized Funding provided by Noyce Foundation and local funders Partners identified DESIGN & ANALYSIS Current leadership pipeline analyzed Growing Great Leaders: School Leadership Development designed Participants selected for pilot (i.e., Field Test) EARLY IMPLEMENTATION Field Test implemented in nine schools Planning for expansion and broader human capital systems to identify and develop leadership talent EXPANSION Model expanded to 20+ schools Planning for district-wide implementation DISTRICT WIDE LAUNCH City Schools launched Growing Great Leaders in partnership with:

8 An early milestone, the Leadership Trajectory maps the path to school leader roles and aligns with the School Leader Rubric. Core Value #1: Highly Effective Instruction 1.1 Level 5: SYNTHESIS Level 4: APPLICATION Level 3: PRACTICE Level 2: INITIATIVE Level 1: POTENTIAL School leadership supports highly effective instruction. Indicator as defined in the School Leader Rubric Ready for the Principalship Demonstrates impact on student outcomes across multiple measures, groups, and teams Applies the instructional framework s expectations, concepts, and tools strategically and schoolwide by working through the leadership team on implementation Builds a shared understanding of excellent instruction, developing capacity in others to observe and accurately classify performance levels based on the instructional framework Ensures that implementation of the instructional framework includes multiple stakeholders engaged in effective diagnosis and feedback of performance, aligned professional development and other supports for practice, and clear accountability Demonstrates impact on student outcomes across multiple measures, groups, or teams Applies the instructional framework s expectations, concepts, and tools strategically in improve outcomes in multiple domains or circumstances Can observe and accurately classify performance levels based on the instructional framework across multiple grades and within multiple content areas Ensures shared understanding across team(s) of instructional framework through establishing systems and opportunities for sharing practice 8 Demonstrates impact on student outcomes more broadly than within one classroom (ex. across a team or grade) Applies the instructional framework s expectations, concepts and tools strategically to improve outcomes within his/her team Can observe and accurately classify performance levels based on the instructional framework within area(s) of content expertise and/or familiar grade levels Can apply knowledge of pedagogy, content, and curricula to support team outcomes Cumulative skills and experiences to be built Core Value aligned to School Leader Rubric Demonstrates impact on student outcomes at the classroom (or equivalent) level, as well as active engagement in efforts aligned to broader impact Articulates the impact of the instructional framework on his/her own practice and on that of his/her colleagues; takes an active role in broader implementation through participation in schoolwide activities Accurately assesses personal practice and identifies correctly areas for strategic growth Identifies and articulates differences in performance at all levels as defined in the instructional framework Demonstrates increased skills in effective pedagogy, content, and curricula, building knowledgebase beyond areas of previous direct experience Entry point into the pipeline Demonstrates impact on student outcomes at the classroom (or equivalent) level Understands the instructional framework and its impact on his/her own practice; supports broader implementation through participation in school-wide activities Understands his/her own performance level within the instructional framework and can articulate specific areas of development in order to move to the next level Demonstrates deep understanding of effective pedagogical practices, content, and curricula as they apply to personal practice

9 City Schools aims to provide an array of options for aspiring leaders to grow from where they are. 9 DEVELOPMENT OPPORTUNITIES FOR TO LEAD IN CLASSROOM and BEYOND DEVELOPMENT OPPORTUNITIES TO PURSUE PRINCIPAL and ASSISTANT PRINCIPAL ROLES Emerging Leaders Model Teacher Lead Teacher In-role, manager-supported, School-based Development (i.e., Growing Great Leaders: School Leadership Development) Accelerated AP Cohort Aspiring Leaders Aspiring Principals

10 Growing Great Leaders: School Leadership Development at City Schools in In , Growing Great Leaders will partner with more than 20 principals To identify high potential future leaders and boost their leadership skills through On-the-job experience and coaching tied to ILTs and other district priorities.

11 What will Growing Great Leaders: School Leadership Development look like for aspiring leaders? 11

12 Through a rigorous selection process, staff selected within your school will demonstrate a proven track record and potential to lead. 12 Selection Criteria 1. Belief in the ability of all students to achieve at high levels 2. Self-awareness of personal strengths and growth areas 3. Strong communication skills 6. Deep pedagogical knowledge and strong instructional practice with track record of impact on student outcomes 7. Goal-driven; successfully implements cycle of planning, implementing & monitoring in current role 4. Self-starting problem solver 5. Builds strong and trusting relationships with a broad range of colleagues, students, families, and community members 6. Possesses systemic awareness and the ability to articulate a rationale for interest in school leadership in City Public Schools

13 Participating in Expansion: What It Means for Your School s Aspiring Leaders 13 PARTICIPATION WILL Develop participants leadership skills and provide direct exposure to specific school leadership responsibilities in a lowerstakes way before they become a principal Provide participants with the opportunity to make a greater impact at your school by leading other adults Benefit participants directly through the opportunity to collaborate with like-minded peers in other schools and district office leaders and access to Achievement Units (application pending) and Leadership Units Participants have access to Growing Great Leaders training, tools and resources, including a Leadership Profile to assess current strengths and Communities of Practice to network and learn with other future leaders.

14 Overview of Growing Great Leaders: School Leadership Development 1 Principals identify highpotential staff from their school 14 2 Staff apply to and interview for initiative 3 Participants are selected based on selection criteria Ultimately, aspiring leaders learn by doing. 4 Principals actively develop leadership skills in highpotential staff by providing direct guidance, support and coaching through development cycles.

15 Participating in Expansion: What It Means for Principals 15 PARTICIPATION WILL Help you to better advance your talent management role as a principal through additional resources to support your efforts to develop staff into leaders Strengthen your school by improving leadership at all levels, building a stronger culture and increasing academic outcomes Benefit you directly through access to Leadership Units (LUs)

16 Participating in Expansion: What It Means for Principals (cont.) 16 IN ADDITION, PARTICIPATING PRINCIPALS WILL Have access to other tools and resources such as additional training and support from City Schools, Communities of Practice with like-minded peers, etc. Have the opportunity to refine current tools and resources that will be used by future City Schools principals

17 What will principals participating in the expansion experience next year? 17

18 Principal s Role: Recruiting and Selecting Aspiring Leaders 18 Recruitment (April-May 2014) Recruit high-potential early career leaders that could benefit from in-role development to support leadership growth Example of activities: Attend Q&A session with City Schools staff about initiative; discuss opportunity with high-potential talent in your school Selection (April June 2014) Use the selection process to select three to five staff who meet the selection criteria in-role development Example of activities: Review applicants personal statements; conduct interviews; determine final decisions

19 Principal s Role: Supporting Aspiring Leaders through In-role Development 19 Participant Assessment (At designated points throughout school year) Assess participating staff s strengths, growth areas, and ongoing progress based on City Schools vision for school leadership Example of activities: Understand and internalize Leadership Trajectory; complete initial and final assessments Participant Support Guide participants to plan and implement leadership responsibilities during three development cycles Example of activities: Identify areas of focus; set staff learning goals; help to plan leadership development activities Participant Feedback Provide guidance, resources, support and feedback to aspiring leaders as they practice and develop new skills to meet goals Example of activities: Give feedback on facilitation of an ILT meeting; conduct formal and informal check-ins to discuss progress

20 Principal s Role: Supporting Smooth Operations 20 Communications Stay in close contact with the Growing Great Leaders team throughout implementation Example of activities: Review and respond to bi-weekly updates; review and respond to other communications Administration Manage, complete and submit information tools, data and surveys at key points in each development cycle Example of activities: Complete pre-work and post-work for trainings and sessions; complete and submit reflections and assessments for staff growth The principal drives development to boost high potential staff s leadership skills.

21 What are the next steps? 21

22 Next Step 22 By Friday, April 25th: Indicate your interest to participate by completing the Growing Great Leaders: School Leadership Development survey on K-12 Insight

23 Looking Ahead: Timeline ACTION ITEM: Principals help to recruit and select high potential staff at their schools to participate in the initiative. This includes attending selection training the week of April 21 st (tentative) and interviewing aspiring leaders the last two weeks of May. Last day of school April May June July ACTION ITEM: Principals indicate interest in participating (by April 11) 1 st application deadline for high potential staff Final deadline for high potential staff Selection results released August Sept-Nov Nov-Feb Feb-May June Cycle 1 Cycle 2 Cycle 3 Beginning of year assessment End of year assessment

24 Remaining Questions 24 Contact Lisa Bishop for all general inquiries DRAFT

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