Principals are the leverage point for education reforms and the primary drivers of school improvement. A critical part of maintaining a corps of effective principals is rewarding and retaining the best school leaders. Unfortunately, few systems systematically identify principals that make important contributions to student learning or celebrate…

Implementation of college- and career-readiness standards is some of the most important work currently underway in states to improve student achievement and public education overall. SREB examined the efforts of 14 states--including 11 SREB states--to support implementation of new college- and career-readiness standards. The goal of the research…

Teachers have the greatest school-based effect on the achievement of any child in their classrooms, but highly effective principals can positively affect the achievement of every student in their schools. The difference between a highly effective principal and an average one is equal to two-to-seven months of extra learning per year for each child…

Implementation of college- and career-readiness standards is some of the most important work currently underway in states to improve public education and student achievement. This report provides a summary of findings from SREB's research into the efforts of 15 states--12 in the Southern Educational Research Board (SREB) region--to support…

An effective school requires an effective leader, but great principals rarely just happen. They are cultivated. This Wallace Perspective draws on a decade of foundation research and work in school leadership to show how urban school districts can play a major role in ensuring they have principals who can boost teaching and learning in troubled…

In Florida, 19 competencies that distinguish behaviors of highly and moderately performing principals now serve as a basis for selecting, certifying, and appraising school managers. This article discusses certain assumptions, describes a six-stage competency acquisition process, and outlines Florida's principal competencies. Includes six…

This book presents a framework for administrator peer evaluation within school districts that is already at work and succeeding. The evaluation design emphasizes results, promotes professional growth and development, models expectations for students and teachers, and meets Interstate School Leaders Licensure Consortium standards. Chapter 1…

Now that educational reform has targeted principal performance as a key to school excellence, methods and procedures for evaluating these administrators have become an increasing concern. Current studies suggest that evaluation practices used in many districts are ill-suited to improving principals' performance and professional competence. Many…

Describes the Diagnostic Executive Competency Analysis System (DECAS) developed by researchers at the University of Texas (Austin). Applies assessment center methods conventionally used for selection and screening purposes to formative needs-based professional development activities. Presents DECAS within the framework of the U.S. Multi-Site…

As part of the 1987-88 Westchester Principals' Center program evaluation, active principals were asked what motivates their participation in professional development activities. This article summarizes their answers, along with perceived participation benefits, visions of the principalship, and the influence of prior experiences on learning…

Effective leadership programs have a clearly defined belief structure and a teaching team that provides direction for both the students and the program. Leadership can be learned, but it is a process, not a position. Like dart throwing, leadership skills can be taught if individuals are coached, have a chance to practice various skills, get…

Principals perform many, varied instructional and managerial tasks. Steps in the selection process in a school division fall into four categories: developing policies; establishing a pool; formal selection procedures; and post-hiring activities. When selectors evaluate individual candidates for a position, they use one or more of five basic…

At best, competency testing should be used as just one indicator of an individual's proficiency as a school administrator. Evaluation alternatives include the use of assessment centers, on-the-job training and/or assessment, alternative forms of testing, multiple competency indicators, better recruitment strategies, and enhanced school…

This paper reports on a study conducted for the Alabama State Department of Education. The study's purpose was to provide a clear perspective on the current abilities of school leaders to provide technology leadership in schools and school districts. All district superintendents and school principals who attended (N=341) the Alabama Renaissance…

The Management Profile, developed at the Texas A & M University Principals' Center, has considerable potential as a comprehensive strategy for evaluating and developing educational administrators. This article reviews progress in refining the profile's use, including identification of performance criteria, standardization of decision rules for…