Regulation BBFA-R(1): Local School Councils - Principal Selection Process

Principal Selection Process

Step 1: Posting the Position

• The Area Superintendent notifies the Chief of Schools of the principal vacancy.
• The Chief of Schools authorizes the posting of the principal position.
• The Area Superintendent notifies School Innovation, school staff, and the Principal Advisory Council Chair of the vacancy and the principal selection process.
• HR advertises the posting through Frontline. The position must be posted for at least five calendar days. Posting of the position and the Leadership Attribute Survey may be done simultaneously.
• The School Innovation Department will convene the Principal Advisory Council to provide an overview of the PAC’s role in the principal selection process and the timeline developed by the Area Superintendent. At this meeting, School Innovation will confirm PAC members’ availability for each phase of the principal selection process.

Step 2: Leadership Attribute Survey

• The Area Superintendent requests the distribution of the Leadership Attribute Survey. The survey should be administered by the Research, Data, and Evaluation Department in Sogolytics to ensure translation into the home language(s) of parents/guardians.
• The Leadership Attribute Survey is sent to stakeholders via email. Stakeholders consist of the school’s faculty, staff, and parents/guardians. The Leadership Attribute Survey is active for at least five calendar days. Alert the PAC about distribution to encourage participation.
• Once the Leadership Attribute Survey window closes, the Research, Data, and Evaluation Department sends the results to the Area Superintendent and School Innovation.

Step 3: Resume Review

• At the conclusion of the Leadership Attribute Survey, the Area Superintendent and Talent Acquisition Manager meet to discuss survey results and school needs. Leadership Attribute Survey results are shared with School Innovation.
• The Talent Acquisition Manager (HR) selects 5–20 resumes for review. The Area Superintendent may request additional resumes.
• The Area Superintendent selects the Resume Review Panel.
• The Resume Review Panel consists of the following:
• Area Superintendent
• Principal(s) from any Area
• Additional employee(s) at the principal level or above
• The Area Superintendent facilitates the process.
• The Area Superintendent will set the date/time for the Resume Review.
• Each panel member will provide a numeric score for each applicant’s resume.
• A pool of 5-6 quality applicants will be selected for the Professional Interview.

Step 4: Professional Interviews

• The Area Superintendent selects the Professional Interview Panel.
• The Professional Interview Panel consists of the following, which will be a different group from the Resume Review Panel except for the Area Superintendent:
• Area Superintendent
• Executive Administrator(s)
• Principal from any Area
• Additional employee(s) at the principal level or above
• The Area Superintendent will facilitate the process.
• The Area Superintendent will set the date/time for the Professional Interviews and confirm staff member participation, if applicable. The Area Superintendent will ensure that the schedule for interview day includes sufficient time for panelists to review the resumes before the start of the interviews.
• Each candidate will answer a maximum of 7 questions selected by the Area Superintendent.
• Each candidate will bring a prepared presentation (no longer than 15 minutes in length).
• All candidates will be given the allotted 15 minutes to present on the following information: education and professional experience background; major accomplishments in career; academic and climate/culture data analysis of the school (or any related analysis you deem significant); data-driven entry plan (include the change management techniques and leadership style).
• A numeric score (from questions and presentation) and input on each candidate’s strengths and weaknesses will be recorded.
• The top 2 candidates will move forward to the focus group.

Step 5: Focus Group

• School Innovation facilitates the focus group.
• The Focus Group Interview Panel consists of the following members:
• Area Superintendent
• Executive Administrator(s)
• 3-5 PAC Members
• Superintendent’s Advisory Committee Member, if available
• School Innovation confirms the participation of the Superintendent’s Advisory Committee Member, if applicable.
• The Area Superintendent will provide an overview and introductions.
• Candidates will present a 15-minute presentation and answer five questions developed by the PAC.
• The School Innovation facilitator will lead the focus group through a discussion of candidates’ strengths and areas of growth/concern. School Innovation will record notes from the focus group to include in the packet sent to the Superintendent.
• School Innovation will administer an exit survey and analyze feedback from PAC members on the process.

Step 6: Interview with the Superintendent

• During this phase, the top two candidates will be invited to interview with the Superintendent.
• The Area Superintendent will notify the staff, parents/guardians, Principal Advisory Council, and School Innovation of the final decision.

Additional Information

• The Superintendent reserves the right to appoint or request additional candidates for consideration.
• In the event of an appointment, the Area Superintendent will communicate the appointment to the Principal Advisory Council and school community.