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Rooted in the premise that excellent schools require excellent leaders, it describes core PTM components and how they interconnect, including working environment, pipeline development, recruitment and selection, professional learning, supervision, performance evaluation, and compensation. The framework synthesizes evidence, outlines promising practices, and highlights district examples with supporting information and acknowledged research gaps.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/a-framework-for-principal-talent-management-february-2020/584553/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/a-framework-for-principal-talent-management-february-2020/584553.png","ImageObject",300,407,{"name":92,"@type":93},"WPS_1786070896","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-04","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":39},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is the purpose of the Principal Talent Management (PTM) Framework?","Question",{"text":112,"@type":113},"It helps school district leaders and policymakers understand the fundamental components of effective PTM systems and how those components interconnect to attract and retain effective principals.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"Which major components does the PTM Framework cover?",{"text":117,"@type":113},"The guide addresses working environment, pipeline development, recruitment and selection, professional learning, principal supervision, performance evaluation, and compensation and incentives.",{"name":119,"@type":110,"acceptedAnswer":120},"How does the framework use evidence and district examples?",{"text":121,"@type":113},"It summarizes available evidence and expert thinking for each major factor and compiles promising practices, including some emerging field practices where impact evidence may still be developing. 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Bush Presidential Center, the George W. Bush Institute is an action-oriented, nonpartisan policy organization with the mission of developing leaders, advancing policy, and taking action to solve today’s most pressing challenges. Through three Impact Centers – Domestic Excellence, Global Leadership, and an Engagement Agenda – the Bush Institute delivers measurable results that save and improve lives.  \nRooted in President and Mrs. Bush’s belief that “excellent schools must first have excellent leaders,” the George W. Bush Institute developed the School Leadership Initiative (SLI) to transform districts’ talent management of school principals and to provide school districts with knowledge and tools to attract and retain effective principals. SLI’s mission is to help ensure there is an effective principal – able to significantly advance student achievement – at the helm of every school.  \nTo learn more about our work, [visit](visit www.bushcenter.org)[ www.bushcenter.org](visit www.bushcenter.org).  \n\n| We are grateful for the continued generous support of the following: an anonymous donor, The AT&T Foundation, Bass Foundation, The BNSF Railway Foundation, Carstens Family Funds, CME Group Foundation, Mr. and Mrs. John W. Johnson, The Morris Foundation, The Prudential Foundation, Rainwater Charitable Foundation, and Sammons Enterprises, Inc. , Sid W. Richardson Foundation. |  |\n| --- | --- |\n| American Institutes for Research was contracted to support the\u003Cbr>George W. Bush Institute’s research on education leadership. | |\n\nGeorge W. Bush Institute Project Team:  \nEva Chiang, Director of Evaluation and Research; Anne Wicks, The Ann Kimball Johnson Director of the Education Reform Initiative; Alex Dowdy, Program Manager of Education Reform; Justine Taylor-Raymond, Program Manager of Education Reform; Dr. Gina Ikemoto, Senior Advisor, School Leadership Initiative; Dr. Catherine Jaynes, former Director of Evaluation and Research; Abby Hoak-Morton, former Associate of Education Reform.  \nAmerican Institutes for Research Project Team:  \nDr. Matthew Clifford, Principal Investigator; Mariann Lemke, Senior Advisor; Dana Chambers, Project Director; Cassie Meyer, Researcher  \nWe thank our partners at Collaborative Communications who helped us improve this report. While their work greatly shaped this final document, we take full responsibility for all errors and omissions.  \nTable of Contents  \n\n| 2 Introduction |\n| --- |\n| 3 A Framework for Principal Talent Management |\n| 4 Understanding Effective Principal Talent Management |\n| 6 Building Effective Principal Talent Management Systems |\n| 8 Working Environment |\n| 10 Pipeline Development |\n| 14 Recruitment and Selection |\n| 16 Professional Learning |\n| 18 Principal Supervision |\n| 20 Performance Evaluation |\n| 22 Compensation and Incentives |\n| 24 Districts to Watch: Principal Talent Management in Practice |\n| 27 Denver Public Schools—Principal Working Environment |\n| 28 Gwinnett County Public Schools—Quality-Plus Leader Academy |\n| 31 IDEA Public Schools—Principal in Residence Program |\n| 33 Prince George’s County Public Schools—Leadership Development Framework |\n| 35 Hillsborough County Public Schools—The Hillsborough Principal Pipeline |\n| 37 Charlotte-Mecklenburg Schools—5-Year Induction Program |\n| 40 Recommendations |\n| 42 Endnotes |\n| 44 References |\n| 50 Acknowledgments |\n\nTalented leaders are essential to building and sustaining successful organizations. This is especially true for schools, where  \nprincipal leadership plays a major role in fostering student success. Research shows that principals are a significant school-level factor affecting student achievement, second only to classroom teachers.1 Like other types of leaders, great principals recruit and retain the best talent (teachers), set ambitious visions for their buildings, and create a culture of collaboration and constant improvemen","cbCaibiGxnTo9Kmz","https://ap.wps.com/l/cbCaibiGxnTo9Kmz","pdf",1682275,56,"English","# Introduction\n## A Framework for Principal Talent Management\n## Understanding Effective Principal Talent Management\n## Building Effective Principal Talent Management Systems\n## Working Environment\n## Pipeline Development\n## Recruitment and Selection\n## Professional Learning\n## Principal Supervision\n## Performance Evaluation\n## Compensation and Incentives\n## Districts to Watch: Principal Talent Management in Practice\n## Recommendations\n## Endnotes\n## References\n## Acknowledgments","[{\"question\":\"What is the purpose of the Principal Talent Management (PTM) Framework?\",\"answer\":\"It helps school district leaders and policymakers understand the fundamental components of effective PTM systems and how those components interconnect to attract and retain effective principals.\"},{\"question\":\"Which major components does the PTM Framework cover?\",\"answer\":\"The guide addresses working environment, pipeline development, recruitment and selection, professional learning, principal supervision, performance evaluation, and compensation and incentives.\"},{\"question\":\"How does the framework use evidence and district examples?\",\"answer\":\"It summarizes available evidence and expert thinking for each major factor and compiles promising practices, including some emerging field practices where impact evidence may still be developing. It also highlights examples from selected districts based on document review and interviews.\"}]","A Framework for Principal Talent Management - February 2020 | PDF",1792051427,141]