26-27 School Leader Pool - Principal

Principal/Assistant Principal Pool

Seattle Public Schools is committed to eliminating the opportunity gap. We value, support, and have the highest expectations of our school leaders. School leadership is second only to teaching and its impact on student learning. Because we believe students, teachers, and parents are worthy of highly skilled and effective school leaders, Seattle Public Schools recruits and invests in school leadership with the expectation that leaders improve and support the performance of adults in service of student learning.

The competencies, skills, and beliefs of prospective leadership applicants will be measured against the following SPS Leadership Attributes we expect of gap eliminating leaders:

• Champions and Acts on a Vision of Equity
• Prioritizes Collaboration based data
• Cultivates Instructional Expertise
• Aligns Resources for Equity
• Builds strong, strategic partnerships

We expect our leaders to be guided, demonstrate, and be committed to the following professional standards:
Equity, Adult Learning, Respect, Relationships, Excellence, and Reflection and Action.

Seattle Public Schools conducts a thorough review of all applications. As part of this process, SPS will request personnel files and verify previous employment based on the authorization you provide in your application. This includes performance evaluations, disciplinary actions (if any), and other information necessary to assess your qualifications. Your authorization allows SPS to obtain this information regardless of whether you selected "yes" or "no" to the question, "May we contact this employer?"

Please ensure all information in your application is complete and accurate. Inaccurate information or omissions will prevent your application from moving forward.

The Principal's leadership is essential. As leader, the Principal is accountable for the continuous growth of students and increased building performance as measured over time by state standards and locally determined indicators.

The essential functions of the position include:

• Leading the development, implementation, and evaluation of efforts related to student academic achievement, including reducing the disproportional gap; ensuring that the school meets or makes satisfactory progress towards District standards on the School Effectiveness Profile, the goals in the Comprehensive School Improvement Plan (CSIP).
• Providing instructional leadership for school staff; articulating clearly the mission and vision of the school as well as clear expectations of students and staff; leading instructional staff in aligning curriculum, instruction, and assessment with state and local learning goals; identifying, implementing, and monitoring school-wide strategies that challenge high achievers and accelerates learning for low achievers; using strategies that appreciate and recognize diversity;
  
  observing teaching and giving feedback based on Best Practices instructional strategies; accessing resources and people to assist instructional staff; providing for the professional development needs of teachers and staff, as identified in the CSIP; knowledgeable about and complies with all relevant State and Federal laws and regulations and Board policies and Collective Bargaining Agreements.
• Leading the development, implementation and evaluation of data-driven CSIP's in collaboration with the Building Leadership Team and staff; ensuring budget and staffing are aligned with CSIP and that the CSIP incorporates Standards Based Learning System (SBLS) and technology; establishing and executing a monitoring plan for instruction of SBLS and the infusion of technology into the instructional program; establishing and executing a monitoring plan for student intervention plans and accelerated learning plans (plans that meet individual student needs);
  
  using data to drive all decisions.
• Supervising and evaluating school staff; modeling District standards of ethics and professionalism; following District policies and the collective bargaining agreements in evaluation of teachers/staff; visiting classrooms and using observation data to give feedback to teachers and to document performance; monitoring,…