In districts truly committed to the portfolio strategy, principals should be the point people on engagement and communication, writes Christine Campbell.
Managing Human Capital
There is no doubt about how important teachers and leaders are to student learning. That is why leaders across the country are rethinking how their districts and schools manage teacher and leader talent.
To inform these management improvement efforts, CRPE examines pressing problems and new approaches related to how districts and schools find, develop, and keep teacher and leader talent.
Current Work: Washington State Principals
Our new project examines the attributes and career paths of Washington's principal workforce, how the state's school districts hire and support principals, and how Washington’s principals view current policy proposals for school leadership improvement.
The purpose of the project is to offer state and local leaders new information that they can apply to developing and improving the state's principal workforce.
View the press release
Managing Talent for School Coherence: Learning from Charter Management Organizations
This report examines how charter management organizations recruit, hire, and develop teachers, and how they manage teacher performance.
Working Without a Safety Net: How Charter School Leaders Can Best Survive on the High Wire
In this report CRPE researchers explore the complex job of charter school directors, who may have little experience with facilities, finances, hiring, or strategic planning; some of the most serious issues for charter schools. A series of additional research briefs targets different audiences to highlight relevant information from the report.
Talent Management in Portfolio Districts
A look at New York City and Washington, D.C., this paper shows how portfolio—and perhaps traditional—districts can transform talent management from a bureaucratic staffing system into a core leadership function.
Seniority-Based Layoffs Will Exacerbate Job Loss in Public Education
In this brief, Marguerite Roza explains why K-12 school districts that lay off personnel according to seniority cause disproportionate damage to their programs and students than if layoffs were determined on a seniority-neutral basis.