To recruit, support and
retain excellent principals, states need to work with local school districts to effectively use policy tools available to them.
Not exact matches
At Timothy's school, for example, all of the white families I interviewed rated the teachers «very good,» «great,» or «
excellent,» so the
principal, Dr. Fox, had a solid starting point for
retaining the new families.
Projects have included: teacher career pathway programs that diversified roles in the teaching force; teacher career pathways that recognize, develop, and reward
excellent teachers as they advance through various career stages; incentives for effective teachers who take on instructional leadership roles within their schools; incentives that attract, support, reward, and
retain the most effective teachers and administrators at high - need schools; rigorous, ongoing leadership development training for teacher leaders and
principals, leadership roles for teachers aimed at school turnaround; and the creation of new salary structures based on effectiveness.
Improve allocation of vital resources to support interventions that will attract and
retain excellent teachers and school leaders in high - need schools, including 11 - month teacher contracts; extended contracts with incentives for proven turnaround
principals; teacher scholarships; and opportunities for teachers to advance in their careers without leaving the classroom.