I am to a Stoddert parent and was very happy with Principal Pride. She effectively dealt with issues that arose concerning student conflicts. I know there was tension between she and the teachers, but that is to be expected with the prior year change in management. Why some, yes some, of the parents didn't care for her was a well kept secret. But I suspect she didn't approve of everything the PTA officers and committees wanted to do. Good luck at Hardy!

I hope Patricia has learned something from her experience at Stoddert about observing first and getting to know the functional school culture before plowing ahead with big changes. Some were perhaps for the best but they were not introduced respectfully or diplomatically. This was very disempowering for teachers. Parents had no way of seeing any of that so literally took the ole and wave outside the building in the morning at face value. What they may have missed on those mornings were the frustrated teachers working hard to hold themselves together enough to face their kids for the day. They did not often feel supported or valued but did t want to create an uh unprofessional environment by speaking up too much. Several of them may also have feared for their jobs if they did as it was not good to be out of favor with her. That said, she does have skills and can be very pleasant. Maybe hardy will be a betterst h for her.

Why is this chick becoming the teflon principal of DCPS? She's the most traveled principal in the circuit. How many lives does she possess? The Deputy Superintendent saved her again...tsk, tsk, tsk.

One obvious, public example: she could have put up a fight for Fillmore's budget not to be cut; as Stoddert does not have an in-house arts and music program, the proposed cuts to Fillmore would have been devastating. It took action by the DC Council to reverse the cuts. Now, it might have been impossible for Pride alone to have encouraged DCPS to change its misguided policy; but the perception that the principal is doing something is the most important display of leadership from an observer's standpoint. When parents and teachers are made to feel that you, the leader, are standing up for them, then they will stand up for you. And re-hire you when the time comes. That didn't happen, obviously.

Anonymous wrote:Heard bad stuff like 15:51.

Thanks for another totally useless posting lacking any information.

Heard bad stuff like 15:51.

Anonymous wrote:The best example is the result: Stoddert was given four candidates for a permanent principal, Pride was one of them, and was not chosen.

Actually, this isn't an example of how she does business. There is nothing here in your response that says why she didn't get the job. I'm a Hardy parent who is asking for some information. Give an example of something that happened or didn't happen at Stoddert because of her.

I am a Stoddert parent and thought Principal Pride was terrific. I felt she cared deeply about the students, was very hands on in working with the teachers, and was very good with parents in interactions experienced first hand. I am very sad to see her go- but knowing she's going to Hardy would make think again about sending DC her way.

The best example is the result: Stoddert was given four candidates for a permanent principal, Pride was one of them, and was not chosen.

Anonymous wrote:Pride alienated both parents and teachers at Stoddert, while currying favor with DCPS decision-makers without ever challenging them, regardless of the short-term and long-term needs of the school. She knew she was only on an interim appointment at Stoddert, and it showed in the way she did business. Perhaps she will do a better job at Hardy in working hard to meet the interests of everyone involved, now that she has the security that a permanent position brings. But Hardy parents should ask themselves this: why did they only get to interview two candidates for the principal position, when other schools are normally given more choices? Certainly, Hardy was in an awkward position, with their principal resigning in the middle of the summer; but in that situation, most schools are given an interim appointment so that they can be sure they've got the right person in place for long-term leadership. Hardy parents were not given the benefit of that choice.

Can you give an example or two that illustrates this?

Pride alienated both parents and teachers at Stoddert, while currying favor with DCPS decision-makers without ever challenging them, regardless of the short-term and long-term needs of the school. She knew she was only on an interim appointment at Stoddert, and it showed in the way she did business. Perhaps she will do a better job at Hardy in working hard to meet the interests of everyone involved, now that she has the security that a permanent position brings. But Hardy parents should ask themselves this: why did they only get to interview two candidates for the principal position, when other schools are normally given more choices? Certainly, Hardy was in an awkward position, with their principal resigning in the middle of the summer; but in that situation, most schools are given an interim appointment so that they can be sure they've got the right person in place for long-term leadership. Hardy parents were not given the benefit of that choice.

No direct info but I know a very happy Stoddert mom, who praised the principal there highly. So that too points to an excellent move.

No info on Patricia Pride but wanted to say great news that DCPS moved so quickly at getting someone in there.

Hardy is doing so well and is at am important moment, DCPS really needs to keep things moving in the direction that Dr. Mary was going.

I worked a little with her at Jefferson MS in SW. Whip smart suburban mother. From what I know about her and Hardy, I think it is a good match.

Hardy MS parent here--Patricia Pride was just named as the new principal of Hardy. Her bio says she served as principal of Stoddert. Does anyone have any feedback about how she worked with parents, staff and students? We are very happy with Hardy and would like to see the school continue to be successful.