School Administrator Succession Planning

<p>Across the United States and globally school districts are regularly facing a shortage of both willing and highly-qualified candidates to assume positions as school leaders. A number of factors have contributed to this shortage including but not limited to: (1) retiring baby boomers leaving P-12 schools (ex. Aaronson & Meckel 2009; Carlson 2004; Parylo & Zepeda 2015; Wiedmer 2015) (2) shifting demographics and population changes across the United States workforce and schools (ex. Betts Urias & Betts 2009; Brimley Garfield & Verstegen 2005; Brown 2016; Miller & Martin 2015; Mordechay & Orfield 2017) (3) increasing demands for school administrators making the position less desirable (ex. Grissom Loeb & Mitani 2015; Lortie 2009; Norton 2002; Yan 2019) and (4) the shift of schools to 21st Century Learning centers which have changed the role of school administrators (ex. Crow Hausman & Scribner 2002; Huber 2014). According to the National Bureau of Labor Statistics the current demand for school principals continues to increase (Occupational Outlook Handbook 2019) and will accelerate in the coming 10-20 years. Because of the high need for school administrators many schools and school districts are creating unique targeted and innovative programs to find principals who can meet the changing needs in our school system. </p>