Principal Recognition and Support

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Why does recognition matter?
Proposals for 2015-16 Recognition and Support
District of Columbia Public Schools 2
 Why now? Principal retention is a crisis across American schools that is
costing money and energy, not to mention the impact it has on teachers and
students. According to OfficeVibe, the #1 reason for early departure from
any profession is due to the employee feeling unappreciated.
 School Leaders Network’s CHURN: The High Cost of Principal Turnover
 About 50% of principals quit after their first 3 years.
 Their departure is often due to a lack of support that fosters commitment.
 Recent education reform has thrown principals into the deep end without proper
support or training.
 It takes an average of 5 years of mobilize a school’s vision, improve teaching staff,
and implement policies and practices, a longer time than 50% of principals
remain in a school to fulfill these goals.
 We need good leaders because they hire good teachers and lead good schools.
 Sustained effort is needed because it takes a long time to see progress.
 High investment yields high results.

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What drives employee retention?
 Ivey Business Journal’s 10 C’s of Employee Engagement
 Connect: employee-manager relationship
 Career: challenging and meaningful work
 Clarity: clear vision of organization’s goals, mission, and inner workings
 Convey: expectations and feedback
 Congratulate: immediate feedback on strong performance
 Contribute: full account and action upon employee inputs
 Control: employees need to feel in control of workload, ensure that they are
helped to be in control
 Collaborate: cooperation and trust
 Credibility: strive to maintain reputation, high ethical standards, pride in
organization
 Confidence: ensure stakeholders’ trust
District of Columbia Public Schools |

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What are the benefits of retention?
 BlackHawk Engagement Solutions notes that recognition programs increase:
profits by 27%, sales by 50%, customer loyalty by 50%, above average
productivity by 38%, and higher stock returns by 155%.
 OfficeVibe
 Companies with strategic recognition average 23% less turnover than companies
without such programs
 Recognition of performance increases employee engagement by 60%.
 Because of higher engagement, these companies are 12 times more likely to have
strong business results.

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What are the benefits of retention?
 Cutting Edge PR
 Increased individual productivity – the act of recognizing desired behavior
increases the repetition of the desired behavior, and therefore productivity. This
is classic behavioral psychology. The reinforced behavior supports the
organization’s mission and key performance indicator.
 Greater employee satisfaction and enjoyment of work - more time spent focusing
on the job and less time complaining.
 Direct performance feedback for individuals and teams is provided.
 Higher loyalty and satisfaction scores from customers.
 Teamwork between employees is enhanced.
 Retention of quality employees increases – lower employee turnover.
 Better safety records and fewer accidents on the job.
 Lower negative effects such as absenteeism and stress.

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Proposals for recognizing and supporting principals
Proposed ideas were derived from Robinson Resource Group, Wall Street
Journal, YouEarnedIt, and the University of Washington.
District of Columbia Public Schools
Ongoing strategies Less frequent strategies
1. Rewarding a principal’s exceptional or innovative
safety practices at their school – this could occur on
an ongoing basis, such as with a call or email from
OHC thanking them, or it could occur less frequently
with a physical award.
2. Collaboration between principals and OHC – this
could be used as a means of “promotion,” where
principals can bring their knowledge and expertise to
the table for decision-making. Additionally, inviting
principals to meetings that they would otherwise not
be invited to boosts their confidence in their
expertise.
3. Phone calls, emails, thank you cards – reaching out to
a principal seemingly out-of-the-blue to only
acknowledge something outstanding that they have
done can be immensely rewarding.
1. An offsite (i.e. not on school grounds) activity such as a
social or professional development retreat – this could be
effective on a semi-annual basis.
2. Principal of the month or quarter – no principal shall
receive this award more than once per year, and in order
for OHC to select such a principal, constant
communication between principals and OHC would be
ensured.
3. “Stay” interviews – like an exit interview, but these
interviews would seek out why principals remain in their
position, and also find out what they need help and
support with. These interviews should occur annually.
4. Rookie Principal of the Year – at Standing Ovation, in
addition to the aforementioned proposals, an outstanding
first-year principal should be honored.
5. “What can we do to help?” – quarterly emails from OHC
should be sent to principals asking them to express any
concerns, questions, or seek help or resources.

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How to understand the proposals
The following slides provide an outline of the existing and proposed DCPS
recognition efforts for the 2015-16 school year.
• Events written in this color are already planned means of recognition.
• Events written in this color are proposed means of recognition.
The key below comes from the broader DCPS calendar.

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“How can we help?” emails
 These quarterly emails from OHC should be an opportunity for principals to
express any concerns, questions, or seek help or resources.
 Examples of questions or concerns:
 “My teachers aren’t responding well to my feedback.”
 “Have you heard any interest from potential volunteers? My staff and I could
use some help.”
 “I need help with reaching out to the parents of my students.”
 Examples of help that principals could request from OHC:
 Assistance at back to school nights
 Assistance for special activities during the school day
 Organizations to collaborate with
 Conference with OHC staff

9
August
Monday Tuesday Wednesday Thursday Friday
3 4 5 6 7
10 11 12 13 14
17
“What can we do to
help?” email
18 19 20 21
24
Begin planning
National Principals
Month
25 26 27 28
31

10
September
1 2 3 4
7 8 9 10 11
14
Begin Standing Ovation
Selections
15 16 17 18
21 22 23 24 25
28 29 30

11
October – National Principals Month
1 2
5 6 7 8 9
12 13 14 15 16
Offsite retreat/PD
*19* 20 21 22 23
26 27 28 29 30xx

12
November
2
help?” email
3 4 5 6
9 10 11 12 13
16 17 18 19 20
23 24 25 26 27
30

13
December
1 2 3 4
7 8 9 10 11
14 15 16 17 18
21 22 23 24 25
28 29 30 31

14
January
1
4 5 6 7 8
11 12 13 14 15
18 19
help?” email
20 21 22xx
25
Begin selection for
Washington Post
Distinguished Educational
Leadership Award
26 27 28 29

15
February
1
Standing Ovation @
Kennedy Center
2 3 4 5
8 9 10 11 12
15 16 17 18 19
*22* 23 24 25 26
29

16
March
1 2 3 4
Offsite retreat/PD
7 8 9 10 11
14 15 16 17 18
21 22 23 24 25
28 29 30 31

17
April – National Assistant Principals Week
1
4
Washington Post
Distinguished Educational
Leadership Award
5 6 7 8xx
11
help?” email
12 13 14 15
18 19 20 21 22
25 26 27 28 29

18
May
2
Teacher Appreciation
Week
3
Week
4
Week
5
Week
6
Week
9 10 11 12 13
16 17 18 19 20
*23* 24 25 26 27
30 31

19
June
1 2 3
6 7 8 9 10
13 14 15 16xx 17
20 21 22 23 24
27 28 29 30

20
July
1
4 5 6 7 8
11 12 13 14 15
18 19 20 21 22
25 26 27 28 29

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Proposals for National Principals Month
The following proposals are based on the success of DCPS’s strategies for
National Principals Month 2014.
 John Davis Daily Updates Highlight
 All-Central Office email blast
 Website feature on EML and National Principals Month
 The teacher Opportunities Newsletter notifies all teachers of National
Principals Month
 Parent and community organizations are notified through the OFCE
newsletter
 Regular principal highlights on Instagram, Facebook, and the DCPS website

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Proposals for Assistant Principals Week
The following proposals are based on the success of DCPS’s strategies for
National Assistant Principals Week 2015.
 Send blast to Principals via the Daily Update to provide notice that the week
is coming up.
 In a communication to Principals, request shout-outs for their APs to include
in the Daily Update.
 Send blast via Opportunities newsletter to teachers with ideas on how to
celebrate their principals
 Send blast to school communities via the Family and Public Engagement
newsletter to provide notice that the week is coming up

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Proposal for Standing Ovation
 In addition to an overall Principal of the Year, there should also be categorical
awards for certain aspects of principalship, perhaps based upon the six
standards of the Leadership Framework.
 For example, a principal who develops an outstanding School Culture would
receive an award. Therefore, there would be six other principal awards at
Standing Ovation in addition to the overall Principal of the Year, and the
proposed Rookie Principal of the Year.

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Proposals for Assistant Principals Week (cont’d)
 Feature one AP each day to highlight the AP role:
 A new AP in DCPS
 A DCPS principal who began as an AP
 An AP who has transitioned to the Mary Jane Patterson Fellowship
 An AP who began as a DCPS teacher.
 Social media shout outs from the Chancellor (Twitter, Instagram, Facebook)
 Provide superintendents with a list of ideas to celebrate their Aps.
 Celebrate AP School Leader Task Force participants at the final session of the
school year.
 A note for each AP from the PE team (15 from each team member)
 Procure note cards and potentially another small token of appreciation

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Conclusion
 Principal retention is crucial to the prosperity of a school. At OHC,
particularly with PE, it is essential that principal appreciation, satisfaction,
and support remains high so that our schools continue to be lead by
excellent leaders.

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Key Resources
 http://www.bhengagement.com/employee-rewards-recognition/
 http://connectleadsucceed.org/sites/default/files/principal_turnover_cost.pdf
 http://www.cuttingedgepr.com/articles/emprecog_so_important.asp
 http://dcps.dc.gov/sites/default/files/dc/sites/dcps/publication/attachments/DCPS%
20SY1516%20Small%20Calendar%20Final.pdf
 http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-
retain-employees/
 http://iveybusinessjournal.com/publication/what-engages-employees-the-most-or-
the-ten-cs-of-employee-engagement/
 https://www.officevibe.com/blog/employee-recognition-infographic
 http://www.rrgexec.com/rewarding-your-employees-15-examples-of-successful-
incentives-in-the-corporate-world/
 http://www.washington.edu/admin/hr/roles/mgr/ee-recognition/award-ideas
 http://youearnedit.com/blog/25-staff-appreciation-and-recognition-ideas-that-wont-
break-the-bank/

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