Principals inevitably influence instruction and learning whether they intend to or not. How principals handle six managerial tasks (scheduling; articulating policies, rules, and norms; hiring personnel; supervising personnel; coordinating pupil services; and managing self-development) determines their effectiveness as managers and instructional…

Examined are reforms taking place in the grading system of High School District 214 in the northwest suburbs of Chicago. School administrator effectiveness is the key to a successful and appropriate grading system. (SI)

Outlines steps toward developing a sound superintendent evaluation system, including setting priorities, using policy as a guide, using job descriptions, setting expectation standards, defining effectiveness, designing rating systems, conducting the evaluation, holding a frank discussion, and encouraging honest communication. (MLH)

Effective school managers need to establish a mutually acceptable mix of teacher autonomy and administrative control. Three types of autonomy distribution (strategic, administrative, and operational) are discussed, along with four strategies to foster professionalism (professional development activities, mentoring, dual career ladders, and project…

To execute their roles, principals must develop and practice relevant skills in instructional planning, organization, supervision, curriculum, and evaluation. The South Dakota Leadership in Education Administration (LEAD) Project (a federal program) has sponsored four NASSP Leader 1-2-3 workshops designed to help administrators improve their…

Explores the development, validation, and use of management competencies, focusing on British principals' position within the maintained-schools sector. Describes the generation of management competencies through a national job analysis involving some 255 heads. Advocates a competency-based evaluation process, presents specific headteacher…

Case studies of six high-level federal government administrators examined their political skills, management/leadership abilities, technical expertise, and personality. Among the ingredients of effective performance were good planning, organizational communication, goal orientation, good interpersonal skills, honesty, and high ethical standards.…

Examines factors influencing removal of unsuitable teachers in 30 North Carolina school districts. Describes the proportions of teachers being removed from classrooms, the variables affecting teachers' involuntary separation, opinions regarding tenure, administrative competence, separation methods, and implications for policy and practice.…

Both positive and negative people can strongly influence other staff. The thinking majority can best be influenced by supplying them with positive information. Leaders can counteract negative staff by being good role models, considering verbal and nonverbal messages, identifying negative staffers and limiting their leadership opportunities, and…

Draws on Blumberg and Greenfield's studies of effective principals to offer an operational definition of school vision, based on teacher perceptions. The instrument developed consists of three subscales (vision exchange, internalization, and sacrifice). The perceived robustness of the principal's role was significantly correlated with two School…

Offers new superintendents some practical survival strategies, including knowing the board, administrators, and union; understanding the power base and the power of administrator visibility; building good board meetings; and holding their families dear. (MLH)

Efficiency denotes left-brain (management) activity, involving concrete sequential thinking, whereas effectiveness denotes right-brain (leadership) activity involving creativity and vision. As executive stewards, school administrators must exhibit both management and leadership capabilities and engage both brain hemispheres to articulate and…

Assistant principals are a neglected variable in the effective schools equation. The traditional conceptualization of assistant principals as disciplinarians still prevails, despite these administrators' usefulness as change agents, motivators, ethical models, community relations agent, care givers, and innovators. (MLH)

Presents a model for evaluating principals (based on the Delphi Technique) that underscores requisite assessment practices and outlines performance standards for principals. Administrator evaluators must possess technical competence, appreciation for the principal's stressful position, genuine rapport with the principals being evaluated. (five…

Because most people will resist law and reason (government), power must be rendered in someone else's name to make ruling palatable. Executives, including principals, represent the law. To enforce a given law, executives must often exceed their base of authority to act decisively--despite recent rhetoric about staff empowerment and site-based…