V. D. School Leadership
Findings and Background
1. An effective, strong principal, in addition to a supportive pastor, is the single most important factor in the success of a Catholic school. Consequently, the identification, preparation, selection, retention and ongoing training of effective principals is essential to the future of Catholic schools.
2. Supporters of Catholic schools should know that investing in school leadership is a first step to ensuring that other investments in Catholic schools have potential for being successful.
3. The Principal Development Program is sponsored by the Department of Catholic Schools and about 25 individuals are enrolled. The Catholic Education Foundation provides funding, and reduced tuition is provided by three universities. The Principal Development Program is effective, but is not expansive enough to provide a sufficient supply of qualified leaders to meet future needs. Historically, about 20 new principals are needed each year to fill vacant positions.
4. Elementary principals' salaries range from a low of $42,000 to a high of $84,000. Most salaries are not high enough to ensure the attraction and retention of good candidates. Principals' compensation reflects an inconsistent relationship between salary, length of service and qualifications.
5. The principal of a parish school is accountable to the pastor with regard to hiring, salary and termination of employment. However, the Department of Catholic Schools provides overall policies, guidelines, in-service and consultative assistance to the principal on an ongoing basis. As a result, the role and accountability of the principal is sometimes unclear.
Objectives and strategies
1. Compensate principals at a level that will attract and retain qualified persons in the position.
Strategies1.1 Research and approve salary ranges for principals that recognize experience, qualifications and responsibilities.
1.2 Require that new principals be hired within the approved salary range. Exceptions must be approved by the President of Catholic Schools.
2. Clarify the role, responsibilities and accountability of parish school principals.
Strategies2.1 Approve a system-wide job description for principals that includes a clear definition of their role and accountability.
2.2 Approve a system-wide policy requiring that (a) all principal candidates be approved by the Department of Catholic Schools, (b) a supervisor in the Department be involved in the principal's evaluation, and (c) that prior consultation between the pastor and Department take place for termination or non-renewal of principals.
3. Establish an assistant principal in all elementary schools.
Strategies3.1 The assistant principal will be part-time or full-time, depending on the need, the size of the school and availability of finances.
3.2 The assistant principal should assume some of the responsibility for curricular issues, student supervision and/or teacher supervision. The principal must have more time to work with the school council and to concentrate on the Catholic mission of the school, finances, facilities, marketing, resource development and community relations.
4. Provide regular pre-service and in-service training for principals that equips them to successfully perform their expanded range of responsibilities.
Strategies4.1 The Principal Development Program will be expanded to assure enough candidates for all openings in principal positions.
4.2 Identified candidates for elementary principalships will be assigned to a qualified mentor during the training program.
4.3 Every new principal will be assigned to a qualified and approved mentor.
4.4 The Department of Catholic Schools will require that principals annually participate in in-service opportunities that cover topics such as school councils, development, etc.
5. Regularly and systematically review parish school principals to (a) evaluate job performance, (b) facilitate professional development planning, (c) encourage capable principals to continue in their job and (d) encourage misplaced individuals to move on.
Strategies5.1 Local review processes will be coordinated by supervisors in the Department of Catholic Schools.
5.2 The entire focus of the review process will be the development of excellence in the leadership of Catholic schools.
