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It highlights that superintendents and human resource directors experience difficulty recruiting highly qualified, experienced candidates. The discussion emphasizes reconceptualizing and restructuring principal roles and points to alternative pathways for credentialing as potential solutions.",{"@graph":69,"@context":121},[70,84,104],{"@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/simple-but-incorrect-solutions-to-complex-problems-fall-2004-article/603312/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":98,"encodingFormat":97,"isAccessibleForFree":99,"interactionStatistic":100},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/simple-but-incorrect-solutions-to-complex-problems-fall-2004-article/603312.png","ImageObject",300,407,{"name":92,"@type":93},"moss~","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-15",true,{"@type":101,"interactionType":102,"userInteractionCount":8},"InteractionCounter",{"@type":103},"ViewAction",{"@type":105,"mainEntity":106},"FAQPage",[107,113,117],{"name":108,"@type":109,"acceptedAnswer":110},"Why do districts in California report a principal shortage despite available credentials?","Question",{"text":111,"@type":112},"The article argues there is no credential shortage, but applicant numbers shrink for principal positions, leading to difficulty filling vacancies. Survey and testimonial evidence from districts supports this mismatch between credentials and applications.","Answer",{"name":114,"@type":109,"acceptedAnswer":115},"What does the statewide credentialing data show about potential principal candidates?",{"text":116,"@type":112},"Longitudinal data from the California Commission on Teacher Credentialing indicates there is no shortage of credentialed prospective candidates. The article cites credential issuance numbers across years, including 3,442 new administrative credentials in 1999-2000.",{"name":118,"@type":109,"acceptedAnswer":119},"What solution approach does the article emphasize for addressing principal vacancies?",{"text":120,"@type":112},"It stresses reconceptualizing and restructuring principal positions as potentially correct solutions. It also introduces the idea of alternative routes for principal credentialing, referenced in Part II through new legislative actions.","https://schema.org",{"og:url":83,"og:type":123,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":125,"canonical":83},"index,follow",{"doc_id":127,"site_id":62},603312,1792096812,{"code":4,"msg":5,"data":130},{"doc_id":127,"user_id":131,"nickname":92,"user_avatar":132,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":133,"file_id":134,"file_url":135,"file_type":136,"file_size":137,"view_count":8,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":138,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":143,"read_time":144},962090895452,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","Simple But Incorrect Solutions to Complex Problems  \nKatherine S. Cushing & Judith A. Kerrins  \nCalifornia State University, Chico  \nAbstract: The shortage of principalsin California is examined in this article. While the data show that there is not a shortage of individuals having the necessary credential to hold the position, often there are not enough applicants for principal positions.  \nReconceptualizing and restructuring of principal positions are emphasized as potentially correct solutions.  \nPart I: The Problem  \nFor years educators have heard about the impending and potentially devastating shortage of school administrators (Argetsinger, 2000; NAESP, 2000; Orozco, 2001). For example, Los Angeles Unified School District, the 2nd largest district in the United States with a student population of more than 711,000 students, began the 2000-2001 school year with 40 unfilled principal positions. Similar events were happening in other parts of the country. The potential of this problem escalates as babyboomers reach retirement age, and many retire (Adams, 1999; Argetsinger, 2000: NAESP, 2000). Principals are also leaving their jobs  \nVolume 16, Fall 2004 11  \nat younger ages because of changes in retirement eligibility, the high stress and time demandsofthejob, lack of support from multiple sources, and salaries that are too low given thejob expectations and requirements (Cushing, Kerrins, & Johnstone, 2003).  \nThe notion of a principal shortage in California was explored in the spring of 2000 in a state-wide survey of superintendents and/or human resource directors conducted cooperatively by the Association of California School Administrators (ACSA) and the California Association of Professors of Educational Administration (CAPEA) (Kerrins, Cushing,& Johnstone, 2001). The survey was designed to investigate the issues of anticipated principal vacancies, hiring practices, and new administrator competencies. Almost half the districts responding to the survey reported difficulty in finding the candidate they wanted to hire. Many of the respondents reported the number of applicants for principal positions was shrinking, and expressed concern about the difficulty of finding highly qualified, experienced principals to fill administrative vacancies. Superintendents of urban school districts, as well as those of districts located in rural areas, reported the greatest difficulty, for them the shortage was already real.  \nYet, a careful review of the longitudinal data from the California Commission on Teacher Credentialing (CCTC) indicated there was no shortage of credentialed prospective candidates for principal positions (see Table 1). For example, in 1999-2000, 3,442 new administrative credentials were issued in California, about 41% of the number of public school principal positions in the State. In the previous year, 2,571 new administrative credentials were issued; numbers were similar for the previous two years as well.  \nReviewing these data leads one to the inevitable conclusion that there is no shortage of potential applicants for principal positions in California. A recent nation-wide study of principal vacancies offered a similar conclusion,“There are far more candidates certified tobe principals than there are principal vacancies to fill” (Roza, Celio, Harvey, & Wishon, 2003, p. 7).  \nYet, suggesting that conclusion to superintendents and human resource directors who receive few or no applicants for principal positions is counterproductive and often escalates their frustration (L. Aceves, October 19, 2002, personal communication). Both survey and testimonial data document administrator concerns about a lack of applicants for principal positions. In a recent interview, the personnel director of Chico Unified School District emphasized, “There is an administrative shortage. There have been 34 applications for the Chico High School job, but that position was advertised widely. For the  \n12 Educational Leadership and Administr","cbCaihHeB5DEGRwZ","https://ap.wps.com/l/cbCaihHeB5DEGRwZ","pdf",33167,11,"English","# Part I: The Problem\n## Evidence from statewide credentialing data\n## Survey and testimonial findings\n# Part II: The Passing a Test Solution\n## Alternative routes for principal credentialing","[{\"question\":\"Why do districts in California report a principal shortage despite available credentials?\",\"answer\":\"The article argues there is no credential shortage, but applicant numbers shrink for principal positions, leading to difficulty filling vacancies. Survey and testimonial evidence from districts supports this mismatch between credentials and applications.\"},{\"question\":\"What does the statewide credentialing data show about potential principal candidates?\",\"answer\":\"Longitudinal data from the California Commission on Teacher Credentialing indicates there is no shortage of credentialed prospective candidates. The article cites credential issuance numbers across years, including 3,442 new administrative credentials in 1999-2000.\"},{\"question\":\"What solution approach does the article emphasize for addressing principal vacancies?\",\"answer\":\"It stresses reconceptualizing and restructuring principal positions as potentially correct solutions. It also introduces the idea of alternative routes for principal credentialing, referenced in Part II through new legislative actions.\"}]","Simple But Incorrect Solutions to Complex Problems - Fall 2004 Article | PDF",1792096059,28]