Principal Pipeline

Background

Although teacher shortages have been forecasted for many years, recognition of a shortage of principals specifically, and qualified school administrators in general, appears to have developed only recently. The “discovery” of this crisis seems to be noted first by the National Association of Secondary School Principals (NASSP) and the National Association of Elementary School Principals (NAESP). In 1998, NASSP and NAESP conducted a preliminary study of school districts in order to determine the ease with which they had been able to fill vacant principal positions. Following this inquiry, numerous articles have been written and programs are being created to encourage qualified and motivated candidates to consider the principalship.

Despite widespread publicity about this so-called principal shortage, researchers at the University of Washington found an adequate supply of principals nationwide. Report authors note that the problem is not in the "quantity" of candidates but in the "quality" of candidates. In addition, many candidates avoid certain schools and districts, such as those with low salaries or high-poverty and/or high-minority populations. This phenomenon makes the school leadership "shortage" more acute in certain places. This report concludes that the perceived shortage problem is one of distribution and poor leadership skills, rather than inadequate supply.

Examples

From the outside looking in, the current "shortage" is due in part to the impending retirement of the baby-boomers, coupled with the desire for smaller class sizes and increasing enrollment numbers. One of the primary factors that appears to be contributing to the dearth of applicants is the relatively low salaries vis-à-vis the increased number of work hours. In many cases, the salary difference between a veteran teacher and that of a principal is nominal. In this instance, candidates are frequently unwilling to accept the increase in responsibility for such a nominal sum of money. Others do not relish the principal’s role as a “jack of all trades, master of none.” Many perceive the role of principal to be unrewarding in that it may leave little time for interaction with students and participation in the act of learning, as the principal can become overwhelmed with disciplinary and managerial issues. It is important to note, however, that some people feel that the apparent shortage of candidates is misleading in that it implies that there are not qualified candidates out there. In reality, say some, there are plenty of qualified candidates, but few who are motivated to apply or few who are “ready” to succeed in the job. Rural schools are at a particular disadvantage when it comes to hiring principals, as their salaries are not competitive with that of other districts.

In response to these issues, educators are embracing the idea of grooming people from “within the ranks” for these positions. Others are investigating the feasibility of re-training professionals from outside the realm of education to take on these duties. Many states have instituted academies to help certify and develop principals, and some districts are investigating innovative ways of redesigning the principalship.

Related Links

Click a category to toggle display of related links.

What Is It?

NAESP Fact Sheet on the Principal Shortage

In 1998, the National Association of Elementary School Principals (NAESP) and the National Association of Secondary School Principals (NASSP) joined forces with the Educational Research Service to seek answers to several questions around principal supply and demand. Some areas of inquiry included whether districts that recently filled principal positions had a sufficient number of qualified applicants and what factors might be discouraging promising candidates from applying. Findings of the ’98 study, and updated information on what’s happened since are presented here. (From For the original 1998 write-up of this study, see http://www.naesp.org/client_files/shortage-98.pdf )

The Lose-Lose Leadership Hunt

We are told we face a crisis in school leadership--high principal turnover, few candidates for openings, a shrinking pool of capable educators interested in principals' work. This crisis is occurring on top of one of the most sustained periods of criticism and reform in American public education. We want and need school leaders who can foster improvement, but it seems that state and district approaches to reform are convincing our best educators to eschew formal leadership roles.

Vermont’s Principal Shortage—Vermont Legislative Research Shop

This is a fantastic discussion of the nationwide shortage of principals, as well as its effect on Vermont schools. The article, which draws on the findings of a number of studies, includes discussion about the causes of the shortage, as well as potential solutions.
Model Programs

First Ring Leadership Academy: A Multidistrict Model for Developing, Sharing, and Supporting Leadership Talent

This brief -- aimed at heightening the visibility of effective education leadership practices across the country -- describes the successes of First Ring Leadership Academy in Ohio and features an introduction by IEL President Betty Hale. (From Katy Anthes & Arika Long, Education Commission of the States. (October 2005).)

Governor Davis Signs Principal Training Bill

An archived link to the 2001 press release announcing California’s passage of the Principal Training Act.

Lost Luster

It is quite common to hear school superintendents lament the limited size and quality of the applicant pool for principal position openings today. Often they will ask those in administrator preparation programs why they aren't turning out more and higher quality candidates. This article proposes redesigning the principalship in order to attract a greater number of candidates.

The Leadership Mismatch: An Alternative View

This article suggests that concerted efforts to cultivate women's roles in educational leadership have been markedly absent in discussions about leadership preparation and administrator supply and demand. This article recommends 5 actions schools can take to remove the obstacles that prevent public schools from benefiting from the existing female talent.
Selected Research & Articles

A Matter of Definition: Is There Truly a Shortage of School Principals?

Despite widespread publicity about a shortage of school principals, there are far more candidates certified to be principals than there are principal vacancies to fill. This study reveals that the real problem is not an overall shortage in the supply of principals, but rather that candidates are inequitably distributed between schools and districts. The perception of a shortage is exacerbated, the study finds, because superintendents are not finding the high-level leadership skills they seek in applicants. (From Roza, Marguerite. Center on Reinventing Public Education. January 2003.)

A Rural Strategy for Filling Principalships

This article addresses the particular hardship faced by rural schools in filling vacancies. Rural schools are hard pressed to attract candidates to fill their principal vacancies due to lower pay, rural isolation, lack of women and minority candidates, and no strategy to grow their own leaders from within the system.

Back to School: A Matter of Principals

This 1999 narrative article discusses the tribulations experienced by a few schools conducting searches for qualified administrative candidates.

Beyond the Pipeline: Getting the Principals We Need, Where They Are Needed Most

This report from The Wallace Foundation examines evidence from three independent research studies that provide a new way of looking at the true nature, extent, and underlying causes of the current problems in the labor market for principals. These studies suggest that policies and practices aimed solely at adding more certified candidates to the pipeline miss the core challenges underlying the difficulty many districts are having in attracting and retaining high quality leaders. (From Lee D. Mitgang. The Wallace Foundation. 2003.)

Help Wanted: Qualified Principals

This article from 1998 introduces the idea of a shortage of qualified administrators. The page hosts a link to the results from the NAESP and NASSP conducted survey entitled, "Is There a Shortage of Qualified Candidates for Openings in the Principalship? An Exploratory Study".

Making Sense of Leading Schools: A Study of the Principalship

The third report in the Center's leadership series, it looked at interviews with 150 educators and found that a principal does not have to be the standard-bearer in all areas of school leadership. One of the study’s findings suggest that districts should make thoughtful matches between leadership styles and abilities of principals and the needs and challenges of schools. Policy and practice should support, not discourage, a variety of leaders and leadership models. (From Bradley Portin with Paul Schneider, Michael DeArmond, Lauren Gundlach (September 2003). Center on Reinventing Public Education)

NAESP Fact Sheet on the Principal Shortage

This Fact Sheet offers the answers to four principal shortage questions: is there one; how long has there been one; why its happening; and what’s being done. A synopsis of answers for each is offered, and the piece is followed by a list of useful reports, articles, and testimony on the topic.

Partnerships and Progress - 4/9/03

This article presents a principals’ perspective on the findings of the 1998 NASSP/NAESP/Educational Research Service survey, Is There a Shortage of Qualified Candidates for Openings in the Principalship?, and makes recommendations on what should be done with them. The author wants to see formalized mentoring programs, and comments on some that he’s seen take shape in the years since the study.

Preparing and Supporting Diverse, Culturally Competent Leaders: Practice and Policy Considerations

This report provides field-based insights collected from people working in, and familiar with, leadership-development programs for school leaders in urban, suburban, and rural districts across the country. (From Institute for Educational Leadership (2005))

Preparing Leaders for Rural Schools: Practice and Policy Considerations

This report provides field-based insights collected from people working in, and familiar with, leadership-development programs for school leaders in urban, suburban, and rural districts across the country. (From Institute for Educational Leadership (2005))

Preparing School Principals: A National Perspective on Policy and Program Innovations

This report focuses on two areas in which state policies and programs can have particular influence on school leadership: licensure, certification, and accreditation requirements; and administrator training and professional development. The report also presents promising approaches and practices as illustrated by selected changes being made or promoted in and/or across state systems, in local school districts, in universities and colleges, and in new provider organizations across the nation. (From Elizabeth Hale and Hunter Moorman (2003). Institute for Educational Leadership and Illinois Education Research Council.)

Rolling Up Their Sleeves: Superintendents and Principals Talk about What's Needed to Fix Public Schools

This report is based on a national survey of 1,006 K-12 public school superintendents and 925 K-12 public school principals. The survey was preceded by seven focus groups conducted in sites across the country. Authors report on 8 major findings, including "The Principal Difference." In this section, both superintendents and principals give unenthusiastic reviews to formal administrator training programs. The findings are a click away on the website, with full copies of the report available to registered users (free registration). (From Steve Farkas, Jean Johnson and Ann Duffet with Beth Syat and Jackie Vine. Public Agenda. 2003.)

Schools Concoct Creative Fixes for Principal Problem

This article introduces the idea of co-principals as a possible solution to the shortage. Divvying up duties makes the post more attractive. Also, hiring increased numbers of assistant principals lessens the workload.

Schools’ Principal Shortage—Fewer Teachers Want the Job’s Growing Challenges

This September 2001 article from the San Francisco Chronicle discusses California’s experience with the principal crisis and the steps that are being taken to attract and train principals.

The Principal Shortage

This page hosts a link to an audio file of a special that aired on Minnesota Public Radio relating to the shortage of qualified principal candidates. A brief write-up of the situation in Minnesota schools is given, with the voices of different players presented, along with a ’97-’98 salary comparison chart.

The Principal Shortage: Crisis or Opportunity

As the student population of our public schools continues to grow and diversify—nearly 55 percent are African American or Hispanic—the need for school administrators through the year 2004 is expected to increase 10 to 20 percent. Where will we find them at a time when states are reporting shortages of qualified principal candidates and many school districts are struggling to fill vacancies? From the v80, n4 edition of Principal magazine, it is available online to NAESP members with log in.

The Principal Shortage—What can Schools do to Attract a New Generation of School Leaders?

Principals speak out as to how best to attract quality candidates to open positions. Money and feeling like a "lone ranger" are two of the main problems. Principal training programs and "growing your own" programs are two possible solutions to dealing with the shortage.

The Principal Shortage—Why Doesn’t Anyone Want the Job?

Principals share their thoughts about why our nation is on the brink of a severe principal shortage and share their ideas for alleviating that shortage.

The Seven Principles of Sustainable Leadership

In a new study, Andy Hargreaves and Dean Fink, find that a key force leading to meaningful, long-term change is leadership sustainability. As a result, the authors conclude that sustainable leadership cannot be left to individuals, however talented or dedicated they are. If we want change to matter, to spread, and to last, then the systems in which leaders do their work must make sustainability a priority. In the article, the authors illustrate seven principles that together define sustainable leadership. (From Hargreaves and Fink. Educational Leadership. Volume 61, Number 7, pages 8-13. April 2004.)

Wanted: A Few Good Principals

This January 1999 Washington Post article addresses the shortage of qualified and interested principals. Describing the challenges principals and superintendents face, it sheds light on why less and less people are inclined to fill the position.