Principal Selection ModelTalent Management & Organizational StrategyTalent Division

Agenda

Selection Process Rationale and Key Stages

Interview Preparation

Questions & Answers

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3 Key Outcomes of the Fulton Principal Selection Model

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Right Principals in Right SchoolsClarity on our Bench Strength and Succession

Development Targeted to Build Great Principals

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The Principalship is most important hire we make…

Red Auerbach, (former) President of the Boston Celtics

“If you hire the wrong people, all the fancy management techniques

in the world won’t bail you out.”

Principal Selection Schedule

Planning, communicatio

n and outreach

NOW

Application window

*ROLLING*

Application screening and

interviews

Interviews (Central Office

and Local School)

Typical Process Flow

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Key Changes from Prior Years:Application is now a Rolling Process

Screens and Interviews will occur at scheduled intervals

Principal Selection has 3 key components

1. Principal FitCompetencies, Presence, Readiness

2. School FitMeets School Leadership NeedsMeets Your Career Desires

3. Fulton FitAligned With District Direction and Leadership Expectations

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Principal Selection Process – High LevelCreate School Profile

ScreenApplicants

1st Round Interview“Principal

Fit”

2nd Round Interviews“School

Fit”

Final Interview“FCS Fit”

Board Approval

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Approve candidate

• Application Questions

• Written essay

• Recommendation form

• Phone interview

• Behavioral interview

• Presentation based on data selection and role modeling

Interview final candidate

Recommend candidate

• Application submitted

• Survey about school

WHAT

• Behavioral interview

• Presentation based on school profile

• Applitrack

• Talent Management

• Area superintendent

• AEDs

• Principals

• Talent Management

• School /community representatives

• Area superintendent

• Talent Management

• The Superintendent

• The Board• Talent Management

• Applicant

• School community

WHO

Round 2: School Fit Interview & Presentation• School members make up the committee for Round 2.

– One teacher and one parent based on Council recommendation. – Additional staff, parent or community members may be selected by the Area

Superintendent/Area Executive Director. – In addition to school members, the Area Superintendent, Area Executive Director &

HR Director will be part of the committee.

• Presentation– Candidate’s opportunity to discuss critical themes seen in school profile and a plan

for first 90 days.

• The Round 2 process includes a behavioral interview:– A behavioral interview to assess critical competencies that school leadership needs

based on survey data aligned to the top four of 8 leadership competencies.8

Round 2: School Fit Interview & Presentation• Area Superintendent requests feedback from

committee.

• Area Superintendent makes the final recommendation to the Superintendent.

• At any point in the process, the Superintendent can make a direct appointment.

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Round 3: FCS Fit • In Round 3, the candidate will have the opportunity

for a 1x1 interview with Superintendent which assesses: – Readiness for the Principal Position– Fit within FCS Vision and Values

• The Superintendent makes the final decision regarding a recommendation for hire to the Board for approval.

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Questions

Contact me…

Central Learning Community

Dr. Gonzalo LaCavaArea Superintendent for Central Learning

470-254-6805

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