Dear University Park Elementary School Community, Parents and Staff,

Promotions and leadership changes in our school houses and central offices are a natural part of the reorganization of our school system.  Though we do not anticipate, at this point of time, staffing changes in school-based leadership positions, we are conducting a county-wide survey in order to utilize community input regarding leadership preferences. In instances that there may be leadership changes, the data collected will serve as data points in identifying principal candidates who are  most suited to meet the needs of that school community. In instances where there may not be leadership changes, the data collected will serve as data points that can help current leadership cultivate a school culture and learning community reflective of articulated need. 

PGCPS would like to get your input on a community questionnaire, “School Leadership Skills and Characters Community Input.” The purpose of this questionnaire is to gather your best thinking. In essence, what do you think are the strongest attributes and necessary skills a principal of this unique school community should possess? This will in turn help us develop a leadership profile for your school.  This information will inform the overall decision making process for selecting an instructional leader in the event that your current leader changes that match the needs of your school. In instances that there may be leadership changes, the data collected will serve as data points in identifying principal candidates who are  most suited to meet the needs of that school community. In instances where there may not be leadership changes, the data collected will serve as data points that can help current leadership cultivate a school culture and learning community reflective of articulated need. 

Your principal or his/her designee will work with the Department of Human Capital Management and Area office staff to facilitate the distribution and collection of the questionnaire.  A link to Survey Monkey (our data gathering tool) is provided below and available from your principal or his/her designee. Please take 5-10 minutes to complete the questionnaire in order to provide us with your opinion. We are asking that all input be provided by 11:00 a.m. on March 23, 2012.Survey Monkey will not be accessible after this time.  Special Note: If you do not have access to a computer, please contact your school’s principal or his/her designee for assistance. 

We appreciate your support, insight and flexibility in completing the questionnaire in a timely manner.  Please feel free to provide any additional insight and information that you think will be helpful in identifying the characteristics and attributes of leadership in your building.  If you have more detailed input, thesurvey provides an extended area for you to provide any additional comments, thoughts or information.  If you would like to include any additional information outside of this survey to be included for consideration, please feel free to emailhr.humancapitaldept@pgcps.org.

We truly appreciate you taking the time to provide us with your thoughts and the Department of Human Capital Management will provide the school principal or his/her designee with a completed School Leadership Profile once the data has been compiled from school community input.

Your immediate attention to this matter is greatly appreciated.  Should you have any questions, please contact your school directly.

Thank you,

The Department of Human Capital Management

Survey Links:     https://www.research.net/s/universityparkes        - English

                        https://www.research.net/s/spuniversityparkes - Spanish

 Anyone who requires an auxiliary aide/service for effective communication, or the modification of a procedure/policy in order to complete this survey, please contact the school principal. Requests should be made as soon as possible.

                                                                              el 27 de febrero, 2012

Estimados Padres y Miembros de la Comunidad de University Park Elementary,

Los cambios de promociones y liderazgo en nuestras escuelas y oficinas centrales, son parte natural de la reorganización de nuestro sistema escolar. Aunque en este momento no anticipamos ningún cambio de personal en las posiciones de liderazgo de las escuelas, estamos llevando a cabo una encuesta a lo largo del condado, con el fin de utilizar los resultados y las sugerencias preferidas de la comunidad. En las instancias en las que pueda haber cambios de liderazgo, los datos hallados en la encuesta podrán servir como puntos de referencia para identificar a los candidatos que mejor satisfagan las necesidades de la comunidad de esa escuela. En aquellas instancias donde no existanposibilidades de cambios de liderazgo, los datos recogidos servirán como puntos de referencia que ayudarán al actual liderazgo de la escuela a cultivar una cultura académica y una comunidad de aprendizaje la cual refleje las necesidades articuladas.

A PGCPS le gustaría tener sus impresiones por medio de un cuestionario comunitario, “Aportación Comunitaria de las Habilidades de Liderazgo y Caracteres Escolares”. El propósito de este cuestionario es en obtener sus mejores percepciones sobre impresiones. Básicamente, ¿que creenustedesque son los más fuertes atributos y las habilidades necesarias que un director escolarde su comunidad debería poseer? Su voz nos ayudará a desarrollar el perfil del liderazgo necesario para su escuela. Esta información ayudará con el proceso de decisiones en cuanto a la selección de nuevos líderes escolares en la eventualidad si ocurran cambios. De esta manera, los nuevos líderes podrán satisfacer mejor las urgencias de su escuela. En las instancias que puedahaber cambios de liderazgo, los datos hallados en la encuesta podrán servir como puntos de referencia para identificar a los candidatos que mejor satisfacen las requisitos de esa comunidad escolar.En aquellas instancias donde no existanposibilidades de cambios de liderazgo, los datos recogidos servirán como puntos de referencia que ayudarán al actual liderazgo de la escuela a cultivar una cultura académica y una comunidad de aprendizaje la cual refleje las necesidadesarticuladas.

Su director escolar o su designado trabajará en conjunto con el Departamento Gerencial de Capital Humano y la Oficina de Personal del Área, para facilitar la distribución y recopilación del cuestionario. Abajo encontrarán un enlace a “Survey Monkey” (nuestra herramienta para recolectar datos) el cual también estará disponible por medio de sudirector escolar o sus designados. Por favor tomen 5 a 10 minutos de su tiempo para contestar el cuestionario, con el fin de proveernos sus opiniones. Nosotros les pedimos que por favor todas sus opiniones nos las brindenno más tarde de las 11:00 am del día March 23, 2012.“Survey Monkey”no será accesible después de esa hora. Nota Especial: Si ustedes no tienen acceso a una computadora, por favor contacten al director de su escuela o a su designado, para que puedan brindarles asistencia.

Nosotros apreciamos su apoyo, comprensión y flexibilidad para completar este cuestionario lo más pronto posible. Por favor,siéntanse en libertad de proveer cualquier comentario e información adicional que ustedes piensen pueda servir de ayuda para identificar las características y atributos de las posiciones de liderazgo en su escuela. Si ustedes tienen comentarios más detallados, el cuestionario provee una área más donde pueden proporcionar cualquier comentario adicional, información o sugerencia. Si desean incluir información adicional fuera de esta encuesta que ustedesestimen debiera ser tomada en consideración, por favor siéntanse libresde enviar un mensaje electrónicoa:hr.humancapitaldept@pgcps.org.

Apreciamos mucho el tiempo que ustedes tomarán para proporcionarnos con sus respuestas.  El Departamento Gerencial de Capital Humano le proveerá al director escolar y a sus designados un completo Perfil del Liderazgo Escolar, después que los datos hayan sido recopilados.

Su inmediata atención a este asunto es gratamente apreciada. Si usted tiene alguna pregunta, por favor contáctenos directamente.

                                                            Atentamente,

                                                            El Departamento Gerencial de Capital Humano

Enlaces para las encuestas: https://www.research.net/s/universityparkes      - inglés

                                         https://www.research.net/s/spuniversityparkes  - español

Cualquier persona que requiera ayuda o servicio auxiliar para  una comunicación efectiva o necesite que se modifique una póliza o procedimiento, con el fin de completar esta encuesta, favor de contactar al director de su escuela. Este pedido debe hacerselo antes posible.

Douglas W. Anthony

Director of Human Capital Management

School Leadership Skills and Characters Community Input Q and A

Last year, Prince George’s County Public Schools (PGCPS) adopted Administrative Procedure Number 4113: Principal Selection Process. This new Administrative Procedure was developed, “to ensure that the community, including staff, parents, community groups and high school students (for high school principals) are involved and participate in the principal selection process.” In an effort to gain knowledge on how to better service school communities, input on principal selection is sought of from all facets of school communities. The process was developed with the input and review of multiple stakeholders all vested in the belief that the principal selection process should be inclusive of all segments of the school community, and not exclusive to solely a selection panel.

  Is the current principal leaving the school or retiring?

Answer:  Though we do not anticipate, at this point of time, staffing changes in school-based leadership positions, we are conducting a county-wide survey in order to utilize community input regarding leadership preferences. In instances where there may be leadership changes, the data collected will serve as data points in identifying principal candidates who are  most suited to meet the needs of that school community. In instances where there may not be leadership changes, the data collected will serve as data points that can help current leadership cultivate a school culture and learning community reflective of articulated need. 

   How can I ensure that my input will be considered in the selection of my school’s principal vacancy?

Answer:  At schools where there is an expected vacancy, stakeholders are provided with documents and web links to a “School Leadership Skills and Characteristics” questionnaire to participate in the community input process. Translation of all documents is available upon request with accommodations, as well, for those with handicapping conditions. 

   Why are we establishing this new policy?

Answer:  In the past, a small panel of select community members were allotted an opportunity to provide input into the selection of school principal where vacancies existed. Administrative Procedure 4113 was developed to broaden the input and provide a forum for all vested stake holders to provide broader input into the principal selection process.

   When will we know when a final decision is made for the new principal selection?

Answer: Once the window for community input has closed, all input will be collated and provided to the school community and superintendent. After review of the input, screening of potential applicants, and an interview process, the superintended will forward his recommendation for principal selection to the Board of Education for approval.

  Is the questionnaire the only way that we can provide input?

Answer:   Stakeholders are more than welcome to also submit additional input via phone calls, emails, letters, etc. regarding their desires for the selection of the school principal directly to hr.humancapitaldept@pgcps.org.

  Our school community received the questionnaire and the new admin procedure but think there is room for improvement. Can changes be made in the input collection process or to the questionnaire?

Answer:  The Department of Human Capital Management welcomes any input regarding improvements to the “School Leadership Skills and Characteristics” questionnaire/input process.  All inquiries and suggestions can be forwarded tohr.humancapitaldept@pgcps.org.

Douglas W. Anthony

Director of Human Capital Management

Talking Points: School Leadership Skills and Characters Community Input

Last year, Prince George’s County Public Schools (PGCPS) adopted a new Board Policy, Administrative Procedure Number 4113. This new Administrative Procedure was developed, “to ensure that the community, including staff, parents, community groups and high school students (for high school principals) are involved and participate in the principal selection process.”

In an effort to gain knowledge on how to better service school communities, input on principal selection is sought of from all facets of school communities. The process was developed with the input and review of multiple stakeholders all vested in the belief that the principal selection process should be inclusive of all segments of the school community, and not exclusive to solely a selection panel.

Admin Procedure 4113 expands the opportunity for thousands of vested parents and community members to have input into the selection of the school principal, as opposed to a select few who serve on an interview panel.

Step 1: The Division of Human Resources, the Department of Human Capital Management, the Office of Talent Development, and the High School Consortium collectively coordinate with area offices, school principals, and/or key stakeholders to review the administrative procedure and provide them with documents and web links to begin the community input process.

Stakeholders have been asked to also submit personal requests via. phone calls, emails, letters, etc. regarding desires for the selection of the school principal directly to the Director of the Department of Human Capital Management, Mr. Douglas W. Anthony.

Step 2: Each school contacts their respective community to notify them of the principal input collection of information. In some instances, schools hold stakeholder and community forums to ensure broad community input.

Step 3: A summary of community input is collated and submitted to the school principal for distribution.

Step 4: The information is used along with the six tiered screening process to a  create profile of the most opportune candidate whose  skills, dispositions and experiences create a best match between articulated and demonstrated school needs.

Six-Tiered Screening for Principal Applicants

Principal applicants are screened and thoroughly vetted, and must complete a series of screenings in order to be advanced for consideration of the principal pipeline:

(1) a paper application screening,

(2) review of employee references,

(3) candidate completion of the Gallup, Inc. PrincipalInsight™ Screening,

(4) candidate completion of the Principal Applicant Exercise,

(5) candidate completion of Self Assessment Inventory, and

(6) participation in a panel interview. 

Step 5: Selection results are submitted to the Board of Education for approval of appointment.