EXTERNAL PRINCIPAL / VICE PRINCIPAL TRANSFER PROMOTION
Durham District School BoardLE ADERSHIP DEVELOPMENTEXTERNALPRINCIPAL / VICE PRINCIPALTRANSFER & PROMOTIONRevised December 2020Virtual ProcessEXTERNAL SELECTION/PROMOTION PROCESS1
Identify futureleaders,actively developnewleaders, andresponsively supportcurrentleaders
LETTER FROM THE DIRECTOR OF EDUCATIONDear Colleagues,Congratulations on your decision to become part of the dynamic leadership team of principals andvice principals, who help to Ignite Learning in the DDSB.Your decision to apply for a leadership position in the DDSB demonstrates your dedicationand commitment to working collaboratively with the various stakeholders that support andensure the success of all students. It also exemplifies a commitment to engaging in reflective practicesand growth development through professional learning, in order to provide effective school leadershipin diverse communities, during rapidly changing times.Being a leader in the DDSB is more than moving through the formal process and final outcome of thehiring process. Regardless of the path that your career will follow, leadership comes in a variety ofstyles, and is founded on strong, trusting relationships, a willingness to work with staff, students andcommunity members in order to build solid leadership practices that will support all of the success andwell-being of our students in the DDSB. As you enter this process, you are encouraged to draw uponyour considerable experiences, to focus on how you will support and advocate for all students and stafffor 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 withinthe DDSB. The journey that you have begun, I believe, will be both professionally and personallyrewarding, and will be important for our students in the DDSB, as we work together to continueto Ignite Learning.All the best,Norah MarshDirector of Education,Durham District School BoardEXTERNAL SELECTION/PROMOTION PROCESS3
VICE PRINCIPAL AND PRINCIPALDURHAM DISTRICT SCHOOL BOARD EXTERNAL TRANSFER/PROMOTION PROCESS1PHASE 12PHASE 23PHASE 3Cover Letter, Resume,Ontario College of Teachers (OCT) CertificateSelf-Assessment Tool for Aspiring Leaders (Teachers) orGrant permission to contact three references,including most recent/current supervisorSelf-Assessment Tool for School Leaders(Vice Principals and Principals)Reference CheckLeadership Conversation (virtual meeting)Criminal Record CheckNote: References contacted at Phase 3Recent Performance AppraisalVoluntary Equity Self-IdentificationSUCCESSFUL CANDIDATES ARE DIRECTED TO:Complete Self-Assessment Tool for Aspiring Leaders (Teachers) orLeadership PortfolioInterviewsAttestation of Employees/Potential Employees of the DDSB(within the last three years preferred)LEADERSHIP SUBCOMMITTEE REVIEWS APPLICATIONPACKAGES TO DETERMINE RECOMMENDATIONSTO PROCEED TO PHASE 2. CANDIDATES ARE NOTIFIEDOF THE SUBCOMMITTEE’S DECISION.9Leadership Pool RecommendationsADMINISTRATIVE COUNCIL TO DETERMINERECOMMENDATION TO PROCEEDTO PHASE 3 AND CANDIDATE NOTIFIEDPromotion/Transfer(Not Ready Yet)ADMINISTRATIVE COUNCIL MAKES FINALDETERMINATION OF SUCCESSFULCANDIDATES AND CANDIDATES ARE NOTIFIEDComplete Self-Assessment Tool for School Leaders(Vice Principals and Principals)Prepare for a Prepare for a Leadership Conversation (virtual meeting)4EXTERNAL SELECTION/PROMOTION PROCESSEXTERNAL SELECTION/PROMOTION PROCESS5
PHASE 1EVIDENCE OF BEST PRACTICESuccess Criteria for Principals:Success Criteria for Vice Principals: Models an equity-focused leadership stance Models an equity-focused leadership stance Builds and communicates a shared visionthrough collaboration with staff, studentsand parents Contributes to the building andcommunicating of a shared vision Models commitment to the school’s vision,values and practices Creates a culture of high expectations for all Facilitates team effectiveness by valuingall members and ensuring meaningfulcollaboration Builds trusting relationships with and amongstaff, students and parents Contributes to the development of a positiveand inclusive school climate Uses relevant qualitative and quantitativedata to establish and monitor goalsaligned with initiatives in the SchoolImprovement Plan Facilitates team effectiveness by valuingall members and ensuring meaningfulcollaboration Builds trusting relationships with andamong staff, students and parents Actively participates in, creates and sustainsa professional learning community Contributes to the development of apositive and inclusive school climate Builds collaborative cultures by distributingleadership Actively participates in, creates and sustainsa professional learning community Supports and stimulates growth in theprofessional capacities of staff Mentors new teachers and is a rolemodel for colleagues Connects the school to the wider environment Provides instructional support Allocates resources in support of the school’svision and goals Monitors progress in student learningand school improvement Provides instructional support Advocates for and supports at-risk learners Uses relevant qualitative and quantitativedata to establish and monitor goalsaligned with initiatives in the SchoolImprovement Plan Builds capacity by sharing and encouragingothers to take on leadership roles Monitors progress in student learning andschool improvement Advocates for and supports at-risk learners6 Models commitment to the school’s vision,values and practicesEXTERNAL SELECTION/PROMOTION PROCESS Understands and implements all school andorganizational policies and procedures
PHASE 1APPLICATION PACKAGE REQUIREMENTSInterested Principals, Vice Principals and Teachers are required to submit the following documentsfor consideration:1. Visit ddsb.ca. Go to About DDSB/Career Opportunities/Principal or Vice Principal positions2. Documents must be uploaded on the Apply to Education link.3. Complete the personal information section and upload all required documentationto the profile and click submit.1. Cover Letter2. ResumeResumes should not exceed three pages in length.Successful resumes include: Education Professional experience Professional development Committee involvement and relatedprofessional experience References (three) Accomplishments/awards, professionalassociations, Self-Identification survey(optional)3. Ontario College of Teachers (OCT) Certificate4. Performance AppraisalRecent performance appraisal within the last three years (preferred).5. Attestation of Employees/Potential Employees of theDurham District School Board (DDSB)All candidates are required to complete an attestation in regards to the OntarioHuman 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)Application packages will be reviewed by the Leadership Subcommittee.Successful candidates will be invited to:1. Complete Self-Assessment Tool for Aspiring Leaders (Teachers) orComplete 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)THE DDSB IS COMMITTED TO EQUITY AND INCLUSION IN THE RECRUITMENT AND HIRING OF QUALIFIEDSTAFF WHO REFLECT THE DIVERSITY OF OUR REGION. WE ENCOURAGE SUBMISSIONS FROM CANDIDATESWHO REPRESENT THE VARIOUS DIMENSIONS OF DIVERSITY.WHILE WE APPRECIATE ALL APPLICATIONS, ONLY CANDIDATES ELIGIBLETO PROCEED TO PHASE 2 WILL BE CONTACTED.EXTERNAL SELECTION/PROMOTION PROCESS7
PHASE 1LEADERSHIP SUBCOMMITTEEReview and RecommendationExternal Candidate:Current Board:Current Position:Position Sought:ELEMENTARY PRINCIPALELEMENTARY VICE PRINCIPALSECONDARY PRINCIPALSECONDARY VICE PRINCIPALPhase 1 CompletedLeadership Subcommittee RecommendationRecommended to ProceedNot Yet Recommended to ProceedDate8EXTERNAL SELECTION/PROMOTION PROCESSSupervisory Officer Signature
2PHASE 2Self-Assessment Tool for Aspiring Leaders (Teachers) orSelf-Assessment Tool for School Leaders(Vice Principals and Principals)Leadership Conversation (virtual meeting)
PHASE 2LEADERSHIP CONVERSATION (VIRTUAL MEETING)Conversation informed by Self-Assessment Tool for School Leaders or Aspiring School LeadersMEETING 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 andinform 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 andincluded other stakeholders. I can share examples of how I have moved the instructional program forward.Supervisory Officers’Guiding QuestionsWhy do you want to become aprincipal/vice principal in the DDSB?Why you? Why now?Supervisory Officers’FeedbackStrengths:What are the key leadership experiencesthat have prepared you for the role?How do these experiences prepareyou for the diversity of schools withinDurham?Reflecting on your own career andpersonal strengths, what will you bringto the role that will benefit a school(students, staff and community)?Areas of growth:Walk us through a leadership/changeinitiative that you led and believe hadthe greatest impact. What impact didthis initiative have? Explain how itrelates to the OLF.If this is not your first time goingthrough the process, what feedback didyou receive in your debrief and whathave you done with this feedback?How has it impacted your leadership?10EXTERNAL SELECTION/PROMOTION PROCESSCandidate’s Next Steps(to be completed by the candidate)
PHASE 2ADMINISTRATIVE COUNCILReview and RecommendationExternal Candidate:Current Board:Current Position:Position Sought:ELEMENTARY PRINCIPALELEMENTARY VICE PRINCIPALSECONDARY PRINCIPALSECONDARY VICE PRINCIPALLeadership Conversation CompletedAdministrative Council Review Recommendation:Recommended to ProceedNot Yet Recommended to ProceedDateSupervisory Officer SignatureEXTERNAL SELECTION/PROMOTION PROCESS11
PHASE 3LEADERSHIP PORTFOLIO REQUIREMENTSFOR PROMOTION TO VICE PRINCIPAL OR PRINCIPALAfter participating in a Leadership Conversation, candidates who have received approval to proceedare 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 completethe Candidate Reference Form for Principals and Vice Principals which will provide uswith more detailed contact information. Accomplishments/awards, professional associations, self-identification survey (optional)2. Ontario College of Teachers (OCT) Certification3. Performance AppraisalRecent performance appraisal completed within the last two years.4. Personal Leadership Vision StatementIgnite Learning outlines the six strategic priorities of the Durham District School Board, which promote: SUCCESS EQUITY ENGAGEMENT WELL-BEING LEADERSHIP INNOVATIONSubmit a written statement outlining the personal attributes and professional experiences that willmake 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 theFOS 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 pages12EXTERNAL SELECTION/PROMOTION PROCESS
5. Leadership ActionsThe Ontario Leadership Framework (OLF) outlines five domains through which school leadersinfluence 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 AccountabilitySubmit three written statements (for Improving the Instructional Program and any other two domainsof your choice) reflecting on how you have demonstrated specific leadership competencies within eachdomain.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 threedomains (total of 6 pages for Leadership Actions) Use of an organizer/framework with titles such as: Background, Goal, Actions, Impact, Reflections6. Attestation of Employees/Potential Employees of theDurham 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 submitit with your electronic package.VOLUNTARY EQUITY SELF-IDENTIFICATION:The DDSB is committed to ensuring that our hiring practices are bias free and promoteequitable representation of our diversity at all levels of the school system.Your participation in responding to these questions is voluntary and is not required forcompletion of this application.COMPLETED PROFILE PACKAGE SUBMISSIONS:Please submit a PDF version of your Leadership Portfolio via email to Aida Poulin, LeadershipAdministrative Secretary. Please ensure all sections of your Leadership Portfolio are containedin one PDF file. Note that hard copies of Leadership Portfolios are not required and will not beaccepted for the Spring 2021 Promotion Process.Aida Poulin, Leadership Administrative Secretaryleadership@ddsb.caEXTERNAL SELECTION/PROMOTION PROCESS13
PHASE 3Candidate InterviewThe 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 beconducted 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 mannerReferences and VerificationsCandidates are required to complete the Candidate Reference Form (submitted with the LeadershipPortfolio) providing the names and contact information of 3 referees who are able to support theirapplication. 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 readinessfor the rolePlease 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 referenceReferees will be asked to comment on the candidate’s personal leadership resources and the fivedomains of the OLF, and their demonstrated equitable and inclusive practices. Reference verifiersmay probe on areas such as: evidence and impact of the candidate’s work with students, staff, parentsand community members; how the candidate builds authentic, trusting relationships, and thecandidate’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)14EXTERNAL SELECTION/PROMOTION PROCESS
PHASE ONE: STAGE 4PHASE 3FINAL RECOMMENDATIONS BY ADMINISTRATIVE COUNCILAdministrative Council makes final recommendations based on the assessment of thecandidate’s: school visit, leadership portfolio, interview and references. Administrative Councilwill determine which candidates have demonstrated readiness for the roles that they areseeking. 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 readyfor promotion. The candidate will be invited to participate in a debrief and their name willbe 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 monthsof the interview to review the recommendations to address the growth areas.EXTERNAL SELECTION/PROMOTION PROCESS15
PHASE ONE: STAGE 4PHASE THREEDEBRIEF/FEEDBACK:StrengthsAreas of GrowthNext Steps16EXTERNAL SELECTION/PROMOTION PROCESS
DDSB PROMOTION PROCESSELEMENTARY AND SECONDARYSCHOOL VISIT/LEADERSHIP CONVERSATIONVICE PRINCIPAL ROLEPrincipalSuperintendent (1)PRINCIPAL ROLEPrincipalSuperintendent (2)ADMINISTRATIVE COUNCIL REVIEW RECOMMENDATION Recommended to proceed Not yet recommended to proceedLEADERSHIPPORTFOLIOREVIEW TEAMVICE PRINCIPAL ROLESuperintendent (2)Principal (2)PRINCIPAL ROLESuperintendent (2)Principal (2)INTERVIEWTEAMREFERENCECHECK TEAMVICE PRINCIPAL ROLESuperintendent (2)Principal (2)VICE PRINCIPAL ROLEHuman Resources TeamPRINCIPAL ROLESuperintendent (3)Principal (2)PRINCIPAL ROLEHuman Resources TeamADMINISTRATIVE COUNCIL REVIEWAND FINAL RECOMMENDATION Principal Leadership Pool Placement Vice Principal Leadership Pool Placement Not yet preparedCANDIDATE DEBRIEFSEXTERNAL SELECTION/PROMOTION PROCESS17
EXTERNALPRINCIPAL / VICE PRINCIPALTRANSFER & PROMOTION
PRINCIPAL / VICE PRINCIPAL Durham District School Board LEADERSHIP DEVELOPMENT Revised December 2020 Virtual Process . Identify future leaders, actively develop new leaders, and responsively support current leaders. EXTERNAL SELECTION/PROMOTION PROCESS 3 Dear Colleagues, Congratulations on your decision to become part of the dynamic leadership team of principals and vice principals, who help .
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