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Rooted in research about principal impact on student achievement, it explains interconnected PTM components including working environment, preparation, recruitment and selection, professional learning, performance evaluation, and compensation and incentives. It also summarizes evidence and expert thinking, offers promising practices for each component, and illustrates implementation examples from multiple districts to support holistic, coherent policy and practice development.",{"@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-october-2016/584468/",{"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-october-2016/584468.png","ImageObject",300,407,{"name":92,"@type":93},"WPS_1786070896","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-30","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":44},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What problem does the PTM framework address for school districts?","Question",{"text":112,"@type":113},"It addresses the need for coherent policies and practices that help districts attract and retain effective principals, strengthening principal leadership to improve student outcomes.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"Which major components does the framework cover?",{"text":117,"@type":113},"The framework covers working environment, preparation, recruitment and selection, professional learning, 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 evidence and expert thinking for each component and provides promising practices, including examples from select districts based on document review and interviews.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},584468,1792061977,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":44,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145,"preview_page_count":4},549768072016,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","A Framework for Principal Talent Management  \nOCTOBER 2016  \nHoused within the George W. Bush Presidential Center, the George W. Bush Institute is an actionoriented, nonpartisan policy organization with the mission of cultivating leaders, advancing policy, and taking action to solve today’s most pressing challenges. The work is achieved through three Impact Centers – Domestic Excellence, Global Leadership, and our Engagement Agenda – by which the Bush Institute engages the greater community with its important work.  \nRooted in President and Mrs. Bush’s belief that “excellent schools must first have excellent leaders,”the George W. Bush Institute developed the Alliance to Reform Education Leadership (AREL) to transform districts’ talent management of school principals and to provide school districts with knowledge and tools to attract and retain effective principals. AREL’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)[ ](visit www.bushcenter.org)[www.bushcenter.org](visit www.bushcenter.org).  \n\n| We are grateful for the continued generous support of AT&T Foundation, Bass Foundation, CME Group Foundation, Rainwater Charitable Foundation, Sid W. Richardson Foundation, The Morris Foundation, and The Prudential 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, Deputy Director of Education Reform and Evaluation and Research; Dr. Catherine Jaynes, Director of Evaluation and Research; Anne Wicks Humphrey, Director of Education Reform; Abby Hoak-Morton, 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 Preparation |\n| 12 Recruitment and Selection |\n| 14 Professional Learning |\n| 16 Performance Evaluation |\n| 18 Compensation and Incentives |\n| 20 Districts to Watch: Principal Talent Management in Practice |\n| 22 Denver Public Schools—Principal Working Environment |\n| 23 Gwinnett County Public Schools—Quality-Plus Leader Academy |\n| 26 IDEA Public Schools—Principal in Residence Program |\n| 28 Prince George’s County Public Schools—Leadership Development Framework |\n| 30 Hillsborough County Public Schools—The Hillsborough Principal Pipeline |\n| 32 Houston Independent School District—Principal Candidate Development Opportunity |\n| 33 Charlotte-Mecklenburg Schools—5-Year Induction Program |\n| 35 Summary of District Efforts |\n| 36 Recommendations |\n| 38 Endnotes |\n| 40 References |\n| 44 Acknowledgments |\n\nTalented leaders are essential to building and sustaining successful organizations. This is especially true  \nfor schools, where principal 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 improvement. Because of this, it is critical that school districts implement policies and practices aligned with a coherent system of principal talent management, enabling them to attract and retain","cbCais2oDoJTbVOi","https://ap.wps.com/l/cbCais2oDoJTbVOi","pdf",1677022,48,"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## Preparation\n## Recruitment and Selection\n## Professional Learning\n## Performance Evaluation\n## Compensation and Incentives\n## Districts to Watch: Principal Talent Management in Practice","[{\"question\":\"What problem does the PTM framework address for school districts?\",\"answer\":\"It addresses the need for coherent policies and practices that help districts attract and retain effective principals, strengthening principal leadership to improve student outcomes.\"},{\"question\":\"Which major components does the framework cover?\",\"answer\":\"The framework covers working environment, preparation, recruitment and selection, professional learning, performance evaluation, and compensation and incentives.\"},{\"question\":\"How does the framework use evidence and district examples?\",\"answer\":\"It summarizes evidence and expert thinking for each component and provides promising practices, including examples from select districts based on document review and interviews.\"}]","A Framework for Principal Talent Management - October 2016 | PDF",1792051074,121]