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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]But what I'm talking about is different-[b]pulling TEACHERS from the classroom[/b] and slowly but surely nurturing them into leadership. According to the bios of most Fellows, they've been out of the classroom, some already in AP positions.

I'm saying just ease that teacher into dept chair, mentor for new teachers, person who leads PD. of course if the teacher says 'Nah. Just got the leadership degree because I was bored and it was free. I'll never leave the classroom." F[/quote]

This makes no sense. How long should they be in the classroom before being pulled out? How long does it take to "slowly, but surely" create administrators? What would keep them from fleeing to the highly competitive DMV 'burbs and beyond?

DCPS is a small school district of less than 50,000 students and getting smaller by the year. The highest achieving teachers and leaders are clustered and, aside from former Janney prinicipal, are making no efforts to move to high-need schools.

The bottom line is that being a good teacher does not mean you have the potential to be a great school leader. Just like a surgeon may be incredibly skilled, but that doesn't mean you would put them in charge of an entire hospital.

Offering 3-year principal contracts might be the best recruitment and retention tool DCPS can offer to compete for unique talent locally and nationally.

Is there a city of DC's size doing things DCPS is not trying?[/quote]

Clearly you honed in on that one part then jumped the gun.

1. The focus is on classroom teachers WITH DEGREES IN LEADERSHIP. Not just pulling out random teachers at whim. I'm talking about teachers who've taken it upon themselves to hone LEADERSHIP skills.
2. First step is to HAVE A CONVERSATION with those teachers. Find out if they're even interested in leadership. Some may not be. Their bios are so impressive I'm certain they could've moved in that direction if they wanted to. Then again, is the school too small. Maybe no opportunities to grow exist for them in the current setting.
3. Refuse to develop leaders because they may flee to the burbs???? A. They could do that now. B. That's a risk that you take. But most of those teachers have been in DC schools for years. Without growing. Which is sad. C. Do you suggest disbanding the Patterson Fellows for the same reason?
4. Offering 3 year contracts is good, but first you have to attract talent to give it to them. And this current round of principal hirings proves that DC is no longer attractive to the best, brightest and most experienced. Furthermore, I disagree it's the best tool. It helps but it's not enough to make a tried and true, highly skilled, experienced leader gamble his career and family's stability to move to DC. 
5. No other city has trouble attracting great candidates. They don't have the horrible reputation for firing and mistreating its people. Name one other school system that hired 500 new teachers in August and had over 100 (of that 500 new to DC hires) leave by October 1st. Does.Not.Happen.Unheard of. More new hires left as the year progressed. A lot of the dysfunction in DCPS is unique to this system.[/quote]

Are you recounting personal experience as a TEACHER with LEADERSHIP skills and a LOVE OF ALL CAPS who feels they have not been "slowly but surely" nurtured?  :roll: [/quote]

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