external principal / vice principal transfer promotion · successful reflections include: •...

1EXTERNAL SELECTION/PROMOTION PROCESS

TRANSFER & PROMOTIONEXTERNAL

PRINCIPAL / VICE PRINCIPAL

Durham District School Board

L E A D E R S H I P D E V E L O P M E N T

Revised December 2020Virtual Process

Identify future leaders, actively develop

new leaders, and

responsively support

current leaders


Dear Colleagues,

Congratulations on your decision to become part of the dynamic leadership team of principals and

vice principals, who help to Ignite Learning in the DDSB.

Your decision to apply for a leadership position in the DDSB demonstrates your dedication

and commitment to working collaboratively with the various stakeholders that support and

ensure the success of all students. It also exemplifies a commitment to engaging in reflective practices

and growth development through professional learning, in order to provide effective school leadership

in diverse communities, during rapidly changing times.

Being a leader in the DDSB is more than moving through the formal process and final outcome of the

hiring process. Regardless of the path that your career will follow, leadership comes in a variety of

styles, and is founded on strong, trusting relationships, a willingness to work with staff, students and

community members in order to build solid leadership practices that will support all of the success and

well-being of our students in the DDSB. As you enter this process, you are encouraged to draw upon

your considerable experiences, to focus on how you will support and advocate for all students and staff

for success, through your instructional leadership, and a focus on leadership for learning. As a leader,

you are a change agent who will impact and influence students, staff, parents and the community.

Thank you in advance, for making the important decision to pursue a leadership position within

the DDSB. The journey that you have begun, I believe, will be both professionally and personally

rewarding, and will be important for our students in the DDSB, as we work together to continue

to Ignite Learning.

All the best,

Norah Marsh Director of Education, Durham District School Board

LETTER FROM THE DIRECTOR OF EDUCATION

4 EXTERNAL SELECTION/PROMOTION PROCESS 5EXTERNAL SELECTION/PROMOTION PROCESS

LEADERSHIP SUBCOMMITTEE REVIEWS APPLICATION PACKAGES TO DETERMINE RECOMMENDATIONS

TO PROCEED TO PHASE 2. CANDIDATES ARE NOTIFIED OF THE SUBCOMMITTEE’S DECISION.

VICE PRINCIPAL AND PRINCIPAL DURHAM DISTRICT SCHOOL BOARD EXTERNAL TRANSFER/PROMOTION PROCESS

Self-Assessment Tool for Aspiring Leaders (Teachers) or

Self-Assessment Tool for School Leaders (Vice Principals and Principals)

Leadership Conversation (virtual meeting)

Leadership Portfolio

Interviews

Reference Check

Criminal Record Check

Attestation of Employees/ Potential Employees of the DDSB

Leadership Pool RecommendationsPromotion/Transfer

(Not Ready Yet)

1 2 39

PHASE 1 PHASE 2 PHASE 3

ADMINISTRATIVE COUNCIL TO DETERMINE RECOMMENDATION TO PROCEED

TO PHASE 3 AND CANDIDATE NOTIFIED

ADMINISTRATIVE COUNCIL MAKES FINAL DETERMINATION OF SUCCESSFUL

CANDIDATES AND CANDIDATES ARE NOTIFIED

Cover Letter, Resume, Ontario College of Teachers (OCT) Certificate

Grant permission to contact three references, including most recent/current supervisor

Note: References contacted at Phase 3

Recent Performance Appraisal(within the last three years preferred)

Voluntary Equity Self-Identification

SUCCESSFUL CANDIDATES ARE DIRECTED TO:

Complete Self-Assessment Tool for Aspiring Leaders (Teachers) or

Complete Self-Assessment Tool for School Leaders (Vice Principals and Principals)

Prepare for a Prepare for a Leadership Conversation (virtual meeting)

6 EXTERNAL SELECTION/PROMOTION PROCESS

PHASE 1

EVIDENCE OF BEST PRACTICE

Success Criteria for Principals: Success Criteria for Vice Principals:

• Models an equity-focused leadership stance

• Builds and communicates a shared vision through collaboration with staff, students and parents

• Models commitment to the school’s vision, values and practices

• Creates a culture of high expectations for all

• Facilitates team effectiveness by valuing all members and ensuring meaningful collaboration

• Builds trusting relationships with and among staff, students and parents

• Contributes to the development of a positive and inclusive school climate

• Actively participates in, creates and sustains a professional learning community

• Builds collaborative cultures by distributing leadership

• Supports and stimulates growth in the professional capacities of staff

• Connects the school to the wider environment

• Allocates resources in support of the school’s vision and goals

• Provides instructional support

• Uses relevant qualitative and quantitative data to establish and monitor goals aligned with initiatives in the School Improvement Plan

• Monitors progress in student learning and school improvement

• Advocates for and supports at-risk learners

• Models an equity-focused leadership stance

• Contributes to the building and communicating of a shared vision

• Models commitment to the school’s vision, values and practices

• Uses relevant qualitative and quantitative data to establish and monitor goals aligned with initiatives in the School Improvement Plan

• Facilitates team effectiveness by valuing all members and ensuring meaningful collaboration

• Builds trusting relationships with and among staff, students and parents

• Contributes to the development of a positive and inclusive school climate

• Actively participates in, creates and sustains a professional learning community

• Mentors new teachers and is a role model for colleagues

• Provides instructional support

• Monitors progress in student learning and school improvement

• Advocates for and supports at-risk learners

• Builds capacity by sharing and encouraging others to take on leadership roles

• Understands and implements all school and organizational policies and procedures


PHASE 1

1. Complete Self-Assessment Tool for Aspiring Leaders (Teachers) or Complete Self-Assessment Tool for School Leaders (Vice Principals and Principals)

2. Prepare for a Leadership Conversation (virtual meeting)

3. Prepare a Leadership Portfolio (for Phase 3)

APPLICATION PACKAGE REQUIREMENTSInterested Principals, Vice Principals and Teachers are required to submit the following documents for consideration:

1. Visit ddsb.ca. Go to About DDSB/Career Opportunities/Principal or Vice Principal positions

2. Documents must be uploaded on the Apply to Education link.

3. Complete the personal information section and upload all required documentation to the profile and click submit.

Application packages will be reviewed by the Leadership Subcommittee. Successful candidates will be invited to:

THE DDSB IS COMMITTED TO EQUITY AND INCLUSION IN THE RECRUITMENT AND HIRING OF QUALIFIED STAFF WHO REFLECT THE DIVERSITY OF OUR REGION. WE ENCOURAGE SUBMISSIONS FROM CANDIDATES

WHO REPRESENT THE VARIOUS DIMENSIONS OF DIVERSITY.

WHILE WE APPRECIATE ALL APPLICATIONS, ONLY CANDIDATES ELIGIBLE TO PROCEED TO PHASE 2 WILL BE CONTACTED.

1. Cover Letter

2. Resume Resumes should not exceed three pages in length.

Successful resumes include: • Education • Professional experience • Professional development • Committee involvement and related

professional experience

• References (three)• Accomplishments/awards, professional

associations, Self-Identification survey (optional)

3. Ontario College of Teachers (OCT) Certificate

4. Performance Appraisal Recent performance appraisal within the last three years (preferred).

5. Attestation of Employees/Potential Employees of the Durham District School Board (DDSB) All candidates are required to complete an attestation in regards to the Ontario Human Rights Code, the Occupational Health and Safety Act and the Education Act. Please complete this form on Apply to Education.

6. Voluntary Equity Self-Identification (separate attachment)


LEADERSHIP SUBCOMMITTEEReview and Recommendation

PHASE 1

Date Supervisory Officer Signature

Phase 1 Completed

Leadership Subcommittee Recommendation

External Candidate:

Current Board:

Current Position:

Position Sought:

Recommended to Proceed

Not Yet Recommended to Proceed

ELEMENTARY PRINCIPAL

SECONDARY PRINCIPAL

ELEMENTARY VICE PRINCIPAL

SECONDARY VICE PRINCIPAL

PHASE 2

2

Self-Assessment Tool for Aspiring Leaders (Teachers) or

Self-Assessment Tool for School Leaders

(Vice Principals and Principals)

Leadership Conversation (virtual meeting)


PHASE 2

Supervisory Officers’ Guiding Questions

Supervisory Officers’ Feedback

Candidate’s Next Steps (to be completed by the candidate)

Why do you want to become a principal/vice principal in the DDSB? Why you? Why now?

What are the key leadership experiences that have prepared you for the role?

How do these experiences prepare you for the diversity of schools within Durham?

Reflecting on your own career and personal strengths, what will you bring to the role that will benefit a school (students, staff and community)?

Walk us through a leadership/change initiative that you led and believe had the greatest impact. What impact did this initiative have? Explain how it relates to the OLF.

If this is not your first time going through the process, what feedback did you receive in your debrief and what have you done with this feedback? How has it impacted your leadership?

Strengths:

Areas of growth:

LEADERSHIP CONVERSATION (VIRTUAL MEETING) Conversation informed by Self-Assessment Tool for School Leaders or Aspiring School Leaders

MEETING WITH SUPERVISORY OFFICER(S):• I can demonstrate leading from an equity stance.

• I have quality experiences to share in the five core leadership capacities.

• I have used data (quantitative and qualitative) to inform next steps in school planning.

• I can describe how I have facilitated collaborative teams to support the school’s vision and inform next steps in school improvement planning.

• I can describe my strategic use of resources to support my school’s vision.

• I can share an example of a critical conversation that focused on school improvement and included other stakeholders.

• I can share examples of how I have moved the instructional program forward.


ADMINISTRATIVE COUNCILReview and Recommendation

PHASE 2

Date Supervisory Officer Signature

Leadership Conversation Completed

External Candidate:

Current Board:

Current Position:

Position Sought:

Recommended to Proceed

Not Yet Recommended to Proceed

Administrative Council Review Recommendation:

ELEMENTARY PRINCIPAL

SECONDARY PRINCIPAL

ELEMENTARY VICE PRINCIPAL

SECONDARY VICE PRINCIPAL


After participating in a Leadership Conversation, candidates who have received approval to proceed are required to submit a Leadership Portfolio which contains:

1. ResumeResumes should not exceed three pages in length.

Successful resumes include:

• Education

• Professional experience

• Professional development

• Committee involvement and related professional experience

• References (three) –In addition to including references on your resume, please complete the Candidate Reference Form for Principals and Vice Principals which will provide us with more detailed contact information.

• Accomplishments/awards, professional associations, self-identification survey (optional)

2. Ontario College of Teachers (OCT) Certification

3. Performance AppraisalRecent performance appraisal completed within the last two years.

4. Personal Leadership Vision Statement

Ignite Learning outlines the six strategic priorities of the Durham District School Board, which promote:

• SUCCESS • EQUITY • ENGAGEMENT

• WELL-BEING • LEADERSHIP • INNOVATION

Submit a written statement outlining the personal attributes and professional experiences that will make you an effective school leader, and which will allow you to Ignite Learning as a Principal.

A successful statement will:

• Expand upon the core beliefs identified in the candidate’s overview template a discussed with the FOS Superintendent

• Clearly articulate your beliefs and priorities as an educational leader

• Align to the six strategic priorities of Ignite Learning

• Demonstrate effective written communication skills

• Contain up to 600 words, double spaced and are a maximum of two pages

PHASE 3

LEADERSHIP PORTFOLIO REQUIREMENTS FOR PROMOTION TO VICE PRINCIPAL OR PRINCIPAL


5. Leadership ActionsThe Ontario Leadership Framework (OLF) outlines five domains through which school leaders influence the organization to achieve its vision and goals.

These include:

• Setting Direction

• Building Relationships and Developing People

• Developing the Organization to Support Desired Practices

• Improving the Instructional Program

• Securing Accountability

Submit three written statements (for Improving the Instructional Program and any other two domains of your choice) reflecting on how you have demonstrated specific leadership competencies within each domain.

Successful reflections often include:

• Concrete examples of how you have demonstrated the skills and capacities of the domain

• A direct connection to a leadership initiative that you planned and implemented

• Reflection on the impact and influence of your leadership, be succinct

• Data to support your success

• Demonstrated alignment with your Leadership Vision Statement

• Contain up to 600 words, double spaced and are a maximum of two pages for each of the three domains (total of 6 pages for Leadership Actions)

• Use of an organizer/framework with titles such as: Background, Goal, Actions, Impact, Reflections

6. Attestation of Employees/Potential Employees of the Durham District School Board (DDSB)

All candidates are required to complete an attestation in regards to the Ontario Human Rights Code, the Occupational Health and Safety Act and the Education Act. Please complete this form and submit it with your electronic package.

VOLUNTARY EQUITY SELF-IDENTIFICATION:The DDSB is committed to ensuring that our hiring practices are bias free and promote equitable representation of our diversity at all levels of the school system.

Your participation in responding to these questions is voluntary and is not required for completion of this application.

COMPLETED PROFILE PACKAGE SUBMISSIONS:Please submit a PDF version of your Leadership Portfolio via email to Aida Poulin, Leadership Administrative Secretary. Please ensure all sections of your Leadership Portfolio are contained in one PDF file. Note that hard copies of Leadership Portfolios are not required and will not be accepted for the Spring 2021 Promotion Process.

Aida Poulin, Leadership Administrative Secretary [email protected]


PHASE 3

Candidate Interview

The interview will consist of a variety of questions and will take approximately 30 minutes. The interview team is made up of two or three superintendents and two principals. Interviews will be conducted virtually. Your meeting link will be shared when you receive your interview date and time.

Success Criteria:• Aligns with the DDSB vision and models and equity-focused leadership stance

• Responds with sufficient details to demonstrate knowledge, skills, and experience

• Infuses own experiences in responses

• Frames responses, when appropriate, around the DDSB strategic priorities

• References the OLF domains and demonstrates the PLRs throughout responses

• Models confidence, professionalism, sincerity and passion for the role

• Demonstrates readiness for the role

• Communicates in an effective manner

References and Verifications

Candidates are required to complete the Candidate Reference Form (submitted with the Leadership Portfolio) providing the names and contact information of 3 referees who are able to support their application. Candidates need to select:

• the principal with whom they are currently working

• two other professional referees who can speak to the candidate’s leadership and readiness for the role

Please note that:

• at least two of the referees provided will be contacted

• DDSB superintendents and trustees may not be listed as references

• recently retired administrators (within 1-2 years) may serve as reference

Referees will be asked to comment on the candidate’s personal leadership resources and the five domains of the OLF, and their demonstrated equitable and inclusive practices. Reference verifiers may probe on areas such as: evidence and impact of the candidate’s work with students, staff, parents and community members; how the candidate builds authentic, trusting relationships, and the candidate’s instructional leadership experience and capacity.

A variety of questions will be asked, such as:

• How long have you known the candidate and in what capacity?

• Describe what the candidate has done to demonstrate leadership in the school and/or board.

• Speak about the candidate’s instructional leadership capacity.

• How does the candidate contribute to building a positive learning and work environment?

• How does the candidate demonstrate being an equitable and inclusive leader?

• What are the candidate’s growth areas?

Criminal Record Check (to be submitted at the time of interview)


FINAL RECOMMENDATIONS BY ADMINISTRATIVE COUNCILAdministrative Council makes final recommendations based on the assessment of the candidate’s: school visit, leadership portfolio, interview and references. Administrative Council will determine which candidates have demonstrated readiness for the roles that they are seeking. Successful candidates will be placed in the Vice Principal or Principal Leadership Pool.

Ready for Promotion: If the assessment indicates that the candidate is ready for role, Administrative Council will recommend to the board of trustees that the candidate is ready for promotion. The candidate will be invited to participate in a debrief and their name will be announced at the next board meeting and shared with the system via email.

Not Yet Ready for Promotion: If it is determined that the candidate is not yet ready for the role, the candidate will be informed of this and will be offered a debrief meeting within two months of the interview to review the recommendations to address the growth areas.

PHASE ONE: STAGE 4PHASE 3


DEBRIEF/FEEDBACK:

Strengths Areas of Growth

Next Steps

PHASE ONE: STAGE 4PHASE THREE


SCHOOL VISIT/LEADERSHIP CONVERSATIONVICE PRINCIPAL ROLE

PrincipalSuperintendent (1)

PRINCIPAL ROLEPrincipal

Superintendent (2)

ADMINISTRATIVE COUNCIL REVIEW RECOMMENDATION Recommended to proceed

Not yet recommended to proceed

ADMINISTRATIVE COUNCIL REVIEW AND FINAL RECOMMENDATION

Principal Leadership Pool Placement

Vice Principal Leadership Pool Placement

Not yet prepared

CANDIDATE DEBRIEFS

DDSB PROMOTION PROCESSELEMENTARY AND SECONDARY

LEADERSHIP PORTFOLIO

REVIEW TEAMVICE PRINCIPAL ROLE

Superintendent (2)Principal (2)

PRINCIPAL ROLESuperintendent (2)

Principal (2)

INTERVIEW TEAM

VICE PRINCIPAL ROLESuperintendent (2)

Principal (2)

PRINCIPAL ROLESuperintendent (3)

Principal (2)

VICE PRINCIPAL ROLEHuman Resources Team

PRINCIPAL ROLEHuman Resources Team

REFERENCE CHECK TEAM

EXTERNAL PRINCIPAL / VICE PRINCIPAL

TRANSFER & PROMOTION