Strengthen School Leadership by Investing in Principals

Remove barriers for talented individuals to enter the profession.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
The WVDE convened a Leadership Stakeholder Group in 2009-2010 to formulate actionable recommendations that address this audit section. The comprehensive recommendations of this group should form the foundation for further action.
WVBOE response
The WVBOE agrees with the recommendation of removing barriers for talented individuals to become principals. This may include incentivizing leadership development models within districts that tap highly skilled staff who aspire to be principals and forming higher education/school district cooperatives that co-develop the experiences for administrative certifications. The Board stresses that this response is based upon valid and reliable measures of educator effectiveness, as defined by WVTEM and determined by the aforementioned Board committee.

Give principals control over school staffing and schedules.

Estimated cost savings
N/A
Policy change(s) required
Policy 2510 would need revised to provide principals more flexibility and control.

Any action regarding employment would require review, potential revision of §18A.
Actions already underway
The WVDE has initiated a comprehensive overhaul of Policy 2510, which outlines scheduling requirements for schools at each programmatic level. When revisions are complete, principals will have greater latitude on time requirements that dictate school schedules.
WVBOE response
The WVBOE agrees with the recommendation, but only if staffing and scheduling is designed in conjunction with teacher leaders. The Board calls for the Legislature to provide necessary flexibility to allow a pilot program in a small number of counties related to the revision of the accreditation process, such as to provide more flexibility/autonomy to building principals. The pilot will include valid and reliable measures for evaluation of the effectiveness of the proposed pilot.

Allow principals to have discretion to spend the school budget on the best programs and services for students.

Estimated cost savings
N/A
Policy change(s) required
Counties currently can allow principals to develop a budget based on the allocation the county identifies for the school.

However, to designate schools/principals as eligible funding agents within the budget process (school aid formula, etc.) would take a Code change of state funding formula §18-9A.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with the recommendation and will support counties in providing flexibility to principals regarding school budget expenditures.

Give principals freedom and responsibility on purchasing, setting schedules, work rules and hiring and releasing teacher.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE agrees with the recommendation and will support the counties in providing flexibility and autonomy for school leaders. The Board emphasizes that this response is based upon valid and reliable measures of educator effectiveness, WVTEM, as determined by aforementioned Board committee.

Introduce a multi-tier licensure/salary system and tier salaries to licensure level.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
N/A
WVBOE response
The WVBOE disagrees with the recommendation and believes the focus should be on school leader effectiveness as opposed to credentials.

Encourage districts to use differential pay to motivate principals.

Estimated cost savings
N/A
Policy change(s) required
Any action regarding employment would require review, potential revision of §18A.
Actions already underway
Counties currently may give supplements for principals through days of employment and other measures. Principal increment is set at the state level.
WVBOE response
The WVBOE agrees with the recommendation to use differential pay to motivate principals, for example, to recruit staff to high-need areas and encourage principals to implement efforts to boost student learning.

The Board recommends incentives for principals relocating to low-performing schools. The Board stresses that this response is based upon valid and reliable measures of teacher and school leader effectiveness, as determined by aforementioned Board committee.

Evaluate principals at least annually.

Estimated cost savings
N/A
Policy change(s) required
Yes. Waiver of Policy 5310 for the 2012-2013 school year for principals and assistant principals serving 136 demonstration schools to pilot a revised leader evaluation system.
Actions already underway
West Virginia principals are currently evaluated annually, and the new Leader Evaluation System, developed in consultation with the School Leader Evaluation Task Force, ensures annual evaluations based on both student achievement and other measures.
WVBOE response
The WVBOE agrees with the recommendation and supports a statewide adoption of the revised Leader Evaluation System by 2013-2014 school year to ensure high quality leadership focused on increased student achievement.

The Board also supports a period of study and formation of pilot programs involving all stakeholders to test these ideas before making changes.