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November 04, 2010
November 12, 2010
January 05, 2011
Strong teachers and leaders are undoubtedly critical to the
success of any school system; research has repeatedly suggested that school
leadership is second only behind classroom instruction in its impact on student
learning. The autonomous nature of charter schools makes the need for strong
school leadership even more crucial. Charter school advocates who are trying to
increase the number of quality charter schools and replicate high-performing
schools must consider not only how they are going to retain talented
individuals, but also how to support a talent pipeline.
A recent report
by Public Impact, with the help of Foundation Strategy Group (a social impact
consulting firm), identifies six indicators that have the biggest impact on
recruiting and retaining highly effective teachers and leaders. The report
draws from two cities, New Orleans and Indianapolis, to demonstrate how these
indicators are being used successfully in practice:
Both New Orleans and Indianapolis are utilizing a
combination of the indicators mentioned above and have seen tremendous results.
In 2011 Indianapolis charter school students were outperforming their peers in
traditional schools. New Orleans charter schools continually outperform
district-run schools, and over a dozen of their charter schools have
demonstrated exemplary growth, the state’s highest rating.
Creating a teacher and leader pipeline is a difficult task
and one that Ohio must think more seriously about developing. Ohio also faces
challenges such as gaining political support, recruiting national talent
providers to the state, and raising philanthropic support.
Education Talent Pipelines for Charter Schools"
Daniela Doyle and