Targeted recruitment of teacher leaders is associated with candidates more likely to become and remain principals¶

Claim · All claims
Evidence · 1 study · review r2 · q2
Currency · newest study 2017 · not yet checked against its sources · not reviewed by a person

Subclaims¶

q2 i? Programs that work with districts to purposefully recruit talented teachers with leadership potential attract more dynamic and diverse candidates than self-selection. → Sutcher 2017 q2 i? Recruits recruited through district partnerships were more likely to become and remain principals, feel competent, and plan to stay in their jobs than counterparts nationally. → Sutcher 2017

Evidence¶

Sutcher 2017¶

Sutcher, L., Podolsky, A., & Espinoza, D. (2017). Supporting principals' learning: Key features of effective programs. Palo Alto, CA: Learning Policy Institute. https://learningpolicyinstitute.org/product/supporting-principals-learning

q2 · i? · review · r2

The report's review cites studies of successful programs at Bank Street College, Delta State University, the University of Connecticut, and the University of San Diego, finding recruits were more likely to have been instructional coaches and teacher mentors and "more likely to become and remain principals."

"Recruits in these programs were also more likely to become and remain principals, to feel competent, and to plan to stay in their jobs than their counterparts across the nation."

Discussion¶

Related Claims¶

• 21CSLA's equity-forward work faces pushback from some educational leaders and difficulties recruiting a diverse coaching corps, yet has a strong reputation as an equity resource — related
• Close collaboration between principal preparation programs and districts is associated with more coordinated candidate preparation — related
• Graduates of partnership-based preparation programs showed above-average achievement gains and persistence in leadership roles — related
• Working conditions shape educator retention and also influence recruitment decisions and the effectiveness of collaborative evaluation and induction — related
• In Irving ISD, 56% of educators who served as program coaches since 2017 were promoted to new positions — related
• California residency program completers are more likely to identify as candidates of color than completers of other preparation pathways — related
• KIPP identifies principal candidates primarily from a talent pool of assistant principals, similar to the approach used by school districts — related