Leader

School districts play a primary role in helping principals maximize their responsibilities of improving teaching and learning. This report, published by the Wallace Foundation, emphasizes two key tasks that school districts need to do to best develop and cultivate the most highly qualified principals. Evidence finds that schools districts need to build a large corps of well-qualified candidates and also need to support leaders on the job. The report details how doing so can lead to more successful outcomes. 

This policy brief by the Wallace Foundation examines three independent research studies to determine the causes of the current problems in the labor market for principals. Findings suggests that policies and practices designed solely to add more certified candidates to the job pipeline miss the central challenges underlying the difficulty that districts face in attracting and retaining high-quality leaders. Challenges include a lack of incentive to draw quality leaders to the worst schools, regulatory issues, and counterproductive hiring practices.

The resources in Public Impact’s Competencies for Turnaround Success series are designed to help district officials identify and hire the right leaders and teachers for this demanding role. These resources clarify the most critical competencies—or patterns of thinking, feeling, speaking, and acting—that enable people to be successful in attempts to transform schools from failure to excellence quickly and dramatically. The series includes two guides that describe the most critical turnaround competencies.

Human resources (HR) departments play an important role in the education sector, as they determine crucial decisions by aiding in processes such as hiring qualified teacher candidates or aiding in finding a principal who meets a school’s particular needs. This report, by the Wallace Foundation, highlights the crucial role that HR departments play and discusses how school districts are rethinking the design of HR departments, focusing on Houston, Milwaukee, and San Diego. The report identifies key issues that will help districts make their HR office more efficient and effective.

Many have suggested that charter schools can be key agents in leading dramatic improvements in public education. However, the small number of highly successful charter schools and charter management organizations (CMOs) currently in operation throughout the country will have to grow much faster to meet this challenge. To achieve that growth, schools also will need a strong supply of great teachers and leaders.

Meeting the significant demand for outstanding teachers and principals is a persistent challenge in many urban school systems. This report, prepared by Public Impact for the Cleveland Foundation and the George Gund Foundation, analyzes common themes among 18 promising programs to attract and prepare teachers and principals for success in urban school systems.

The Community Training and Assistance Center conducted a comprehensive study of the impact of Denver Public School’s four-year Pay for Performance pilot. Teachers at the pilot schools developed two annual student learning objectives (SLOs) and received additional compensation if they met their objectives. This study examined Denver’s SLOs including their substance, quality, and relationship to student achievement. 

This research and policy brief, by the National Comprehensive Center for TeacherQuality, seeks to help state, district and school-level leaders more fully understand the Generation Y workforce, or those born between 1977 and 1995, so that they can better create a system of management and support for the ultimate goal of improvement in teaching and learning. This publication provides an overview of research on Gen Y, and, through this research, offers strategies that will help leaders ensure that they can provide support to the benefit of all teachers – Generation Y teachers especially.   

As the number of English language learners (ELLs) continues to grow in a more diverse range of districts, education leaders will have to develop creative and comprehensive recruitment strategies to ensure that all ELLs in the district can be served by highly qualified teachers. This Key Issue includes strategies and resources that can help.

This publication, prepared by the National Comprehensive Center for Teacher Quality, discusses the importance of effective teacher hiring and placement, with a specific focus on at-risk districts and schools. This resource offers strategies to help districts hire and place teachers in schools where they will stay and become high performing.