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It outlines seven interrelated domains—leader standards, pre-service principal preparation, selective hiring and placement, on-the-job evaluation and support, principal supervisors, leader tracking systems, and systems to sustain capacity—each with implementation indicators. Districts use self-study and rating tools to assess current pipeline status, guide discussion, collect local evidence, and plan improvements, building coherence across domains to strengthen district-wide leadership progress.",{"@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/updated-edition-february-2021/586855/",{"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/updated-edition-february-2021/586855.png","ImageObject",300,407,{"name":92,"@type":93},"Sarah ","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-30","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":29},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is the purpose of this guide for districts?","Question",{"text":112,"@type":113},"The guide helps districts reflect on and plan improvements to policies, processes, and infrastructures supporting school leadership. It provides evidence-based indicators and a self-study framework to assess pipeline functioning.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How do districts evaluate their principal pipeline?",{"text":117,"@type":113},"Districts use a developmental progression to rate the current state of each indicator within seven interrelated domains. They also document results and create plans using internal tables and discussion prompts.",{"name":119,"@type":110,"acceptedAnswer":120},"Why does the guide emphasize seven interrelated domains instead of a single hiring sequence?",{"text":121,"@type":113},"It explains that districts strengthen principal pipelines by working across all domains so each supports the others. This alignment creates coherence and advances district-wide progress.","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},586855,1792062399,{"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":29,"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},962085320529,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","UPDATED EDITION: FEBRUARY 2021  \na  \nCommissioned by:  \nDaniel K. Aladjem Leslie M. Anderson Derek L. Riley Brenda J. Turnbull  \nContents  \nIntroduction 1  \nAbout this guide 1  \nHow to use this guide 3  \nDomain \\#1: Leader standards 5  \n1.A. Standards adopted and used 5  \n1.B. Collaboratively developed 6  \nRubric for Domain 1 7  \nDomain \\#2: High-quality pre-service principal preparation 8  \n2.A. Standards-based preparation 8  \n2.B. Responsive programming 9  \n2.C. Evidence-based programs 9  \n2.D. Coordinated recruitment and selection 10  \n2.E. Authentic, school-based leadership training 10  \n2.F. Completer placement 11  \nRubric for Domain 2 12  \nDomain \\#3: Selective hiring and placement of principals 14  \n3.A. Standards-based hiring 14  \n3.B. Hiring pool 14  \n3.C. Performance tasks and interpersonal skills 15  \n3.D. Vacancy matching 15  \n3.E. Bridge opportunities 16  \nRubric for Domain 3 17  \nDomain \\#4: On-the-job evaluation and support 18  \n4.A. Standards-based evaluation and support 18  \n4.B. Intensive, individualized support 19  \n4.C. Mentoring or coaching in induction 19  \nRubric for Domain 4 20  \nDomain \\#5: Principal Supervisors 21  \n5.A. Redefining the supervisor role: 21  \n5.B. Building principal supervisor capacity 22  \n5.C. Caseload for supervision 22  \nRubric for Domain 5 23  \nDomain \\#6: Leader Tracking Systems 24  \n6.A. Leader data 24  \n6.B. Collaboratively developed 25  \nRubric for Domain 6 26  \nDomain \\#7: Systems and Sustainability 27  \n7.A. Articulated vision 27  \n7.B. Pipeline leadership 28  \n7.C. Succession planning 28  \n7.D. Internal stakeholders 29  \n7.E. Pipeline funding 29  \nRubric for Domain 7 30  \nReferences 32  \nForms for Ratings and Early Win 34  \nForms for Work Plans 37  \nIntroduction  \nAbout this guide  \nRecent research on implementation and effects demonstrates the important difference comprehensive and aligned principal pipelines can make in districts and schools. The implementation studies analyzed in depth how school districts can strategically put in place policies, processes, and infrastructures to strengthen school leadership (Turnbull, et al., 2016; Anderson & Turnbull, 2019) . Research on achievement effects showed that schools in these districts with newly placed principals outperformed comparison schools to a statistically significant and meaningful extent over three years (Gates, et al.  2019) . This guide is built on the research evidence.  \nBecause many districts have already put in place key pipeline elements and want to know where thereis room for improvement, we created this guide to help districts reflect on their policies, processes, and infrastructures related to school leadership and begin planning for improvement. It provides a set of evidence-based indicators of pipeline functioning and a framework for applying the indicators through self-study. Districts rate their own status on each indicator as a step in their decision making and planning. Ninety districts have used an earlier edition of the guide in this way, with support from The Wallace Foundation, and we have updated the guide based on their experience.  \nAlthough some may think of a principal pipeline as a simple sequence of recruitment and hiring, districts actually work in seven interrelated domains to create and strengthen a pipeline in which each domain supports the others (Exhibit 1):  \n􀁸 Leader standards  \n􀁸 High-quality pre-service principal preparation  \n􀁸 Selective hiring and placement of principals  \n􀁸 On-the-job evaluation and support  \n􀁸 Principal supervisors  \n􀁸 Leader tracking systems  \n􀁸 Systems and capacity to support and sustain a principal pipeline  \nFor each domain, this guide identifies indicators of implementation. For each indicator in the domain, it suggests discussion questions and local evidence for districts to consider as they rate the current state of their principal pipeline along a developmental progression. Tables allow districts, for their internal use, to note the results of their se","cbCaiiVloVJ2DJg2","https://ap.wps.com/l/cbCaiiVloVJ2DJg2","pdf",4393645,55,"English","# Introduction\n## About this guide\n## How to use this guide\n# Domain #1: Leader standards\n## 1.A. Standards adopted and used\n## 1.B. Collaboratively developed\n# Domain #2: High-quality pre-service principal preparation\n## 2.A. Standards-based preparation\n## 2.B. Responsive programming\n## 2.C. Evidence-based programs\n## 2.D. Coordinated recruitment and selection\n## 2.E. Authentic, school-based leadership training\n## 2.F. Completer placement\n# Domain #3: Selective hiring and placement of principals\n## 3.A. Standards-based hiring\n## 3.B. Hiring pool\n## 3.C. Performance tasks and interpersonal skills\n## 3.D. Vacancy matching\n## 3.E. Bridge opportunities\n# Domain #4: On-the-job evaluation and support\n## 4.A. Standards-based evaluation and support\n## 4.B. Intensive, individualized support\n## 4.C. Mentoring or coaching in induction\n# Domain #5: Principal Supervisors\n## 5.A. Redefining the supervisor role\n## 5.B. Building principal supervisor capacity\n## 5.C. Caseload for supervision\n# Domain #6: Leader Tracking Systems\n## 6.A. Leader data\n## 6.B. Collaboratively developed\n# Domain #7: Systems and Sustainability\n## 7.A. Articulated vision\n## 7.B. Pipeline leadership\n## 7.C. Succession planning\n## 7.D. Internal stakeholders\n## 7.E. Pipeline funding\n# References\n# Forms for Ratings and Early Win\n# Forms for Work Plans","[{\"question\":\"What is the purpose of this guide for districts?\",\"answer\":\"The guide helps districts reflect on and plan improvements to policies, processes, and infrastructures supporting school leadership. It provides evidence-based indicators and a self-study framework to assess pipeline functioning.\"},{\"question\":\"How do districts evaluate their principal pipeline?\",\"answer\":\"Districts use a developmental progression to rate the current state of each indicator within seven interrelated domains. They also document results and create plans using internal tables and discussion prompts.\"},{\"question\":\"Why does the guide emphasize seven interrelated domains instead of a single hiring sequence?\",\"answer\":\"It explains that districts strengthen principal pipelines by working across all domains so each supports the others. This alignment creates coherence and advances district-wide progress.\"}]","UPDATED EDITION - FEBRUARY 2021 | PDF",1792059605,139]