Post on 23-Jan-2015
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Houston Independent School District Leadership Development Department
Dave Wheat, Assistant Superintendent of Leadership Development
Mission
The HISD Leadership Development
Department focuses on developing
highly effective leaders who increase
student achievement for every student in
the Houston Independent School
District.
Core Initiative 2: Effective Principal in Every School
KEY STRATEGIES
2.1 Establish a rigorous and fair principal appraisal.
2.2 Develop clear standards and recommended practices to guide decision making.
2.3 Strengthen principal recruiting practices.
2.4 Establish an instructional leadership program.
2.5 Ensure safe, secure, and healthy schools.
Key Strategy 2.4: Establish an Instructional Leadership Program
“There is only one way to select really good leaders in a highly-predictable manner, you home-grow them…”
Kirk Richardson Harvard Business Review,
2009
Major Functions of the Leadership Development Department
To ensure an effective principal in every school by providing development and support to school-based and central-office staff in the following areas:
Pathways Offered for Teachers and Central Office
Teachers and central office staff can access several pathways to become assistant principals or deans.
TEACHERS
CENTRAL
OFFICE STAFF
ASSISTA
NT PRINCIPA
LS, DEANS
Leadership Development for Assistant Principals
New assistant principals will complete a two-year development program (AP1 and AP2).
ASSISTANT
PRINCIPAL POOL
ASSISTANT PRINCIPALS, ASPIRING PRINCIPALS
OR PRINCIPALS
Leadership Development for New Principals
New principals will complete a two-year development program.
NEW PRINCIP
AL
EXPERIENCED
PRINCIPAL
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
School Leadership Academy
Core Development Components
• Aligned with principal development model• Cohort learning/• Socratic Seminars• Three-week supervised summer residency
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
Assistant Principals
Designed and launched phase one of a two-year assistant principal induction model in fall 2010.
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
Readiness Candidates
• Designed and launched readiness seminars in spring 2011
• Formed an elite corps of 52 candidates from which 16 were chosen as new principals
Readiness Seminar
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
Intensive Year-Long Readiness Experience
• Designed the Intensive Year-Long Readiness Experience in Spring 2011.
• Launch is scheduled for fall 2011.
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
First-Year Principals
• Aligned with McREL’s 21 Leadership Responsibilities.
• Focus on managerial topics and developing instructional leadership.
• Socratic Seminars• Cohort Model• Mentoring
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
Leadership Development
TEACHERS AND
CENTRAL OFFICE STAFF
PRINCIPA
LS
ASSISTA
NT PRINCIPA
LS, DEANS
Cultivating leadership provides opportunities for candidates to advance into campus leadership positions.
Central Office Leadership
Program: Offers tools and support that will directly improve the districts hiring
processes and selection of the best talent pool while mentoring, supporting, and retaining high quality employees in the district
Target Audience: Mangers Senior Managers Directors General Managers Aspiring Central Office Managers
Benchmark: Conducted eight sessions designed to strengthen Central Office
leadership skills for over 200 employees.
Key Performance Indicators
• 94% of first year principals participated in two or more of 4 cohort seminars
• 52 campus and district-wide leaders participated in highly intensive leadership development Readiness sessions
• Provided 32 hours of leadership development training over the course of 8 Readiness seminars
•97% of Readiness candidates participated in six or more of 8 cohort seminars
Key Performance Indicators
•15 of 52 Readiness candidates named principal in 2010-2011 or 2011-2012.
•Oversaw Staff Documentation and Investigations Training for approximately 771 school-based staff members.
•Recruited over 60 potential interns for ACP principal preparation program.
Key Performance Indicators
•Recruited over 15 experienced principals who will apply to participate in National Board Certification for Principals pilot program.
Accomplishments
• Launched “Grow-Your-Own self- sustaining leadership model” and supported over 800 school- based & central office leaders.
• Trained 117 Central Office staff, principals, and School Improvement Officers to participate on Leadership Development Teams.
• Oversaw Staff Documentation and Investigations training for approximately 771 school-based staff
•Designed and launched readiness seminars in Spring 2011 for 52 campus and district-wide leaders.
Accomplishments
• Designed and launched phase one of three-year principal induction model for first-year principals in Fall 2011.
• Designed and launched phase one of a two-year assistant principal induction model for AP’s in Fall 2011.
• Screened over 133 nominations for UTCULP. 20 employees accepted into the program.
•Provided induction support for first-time campus administrators.
Accomplishments
• Designed and launched phase one of a three-year principal induction model for 47 first-year principals in Fall 2010.
• Designed and launched phase one of two-year assistant principal induction model for 50 APs in Fall 2010.
• Screened over 133 nominations for UTCULP. 20 employees accepted to the program.
• Provided induction support for 97 first time campus administrators.
Accomplishments
•Commissioned comprehensive audit of current mentor program.
•Introduced Leadership Development Team system to HISD leadership and professional development culture
Challenges for the Leadership Development Department
Providing individualized support for struggling principals.
Providing differentiated support based on school context.
Identifying meaningful leadership development opportunities that will not take experienced principals out of their buildings for extended periods of time.
On the Horizon
Campus Leaders Summer Leadership Institute
New and Emerging Leaders’ Institute
McREL School Leaders’ Evaluation System• McREL Administrator Appraisal Training: April 3 – 5.• McREL Administrator Appraisal Training: April 30th.
New Teacher Appraisal and Development System
• HISD and Rice University Strategic Marketing Collaborative
Career Pathways Planning for Principals
Online Courses for Principals through Desire 2 Learn.
Supervision and Evaluation Data Collection Training
On the Horizon
• Coaches/Mentors• Cognitive Coach training
• Aspiring Leaders• Instructional Support Cohort
• Teacher Academy
• UTCULP Principal Program
• Central Office Leaders• Expanded training opportunities
• Succession planning
• Implementation of e-Performance
March 2012 Newsletter
Leadership Development Contact
Ryan Professional Development Center4001 Hardy StreetHouston, TX 77009Phone: (713) 696-0600Fax: (713) 696-7650