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iRubric: Assistant Principal Interview Rubric

iRubric: Assistant Principal Interview Rubric

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Assistant Principal Interview Rubric 
Assistant Principal Interview Rubric
This rubric is for the interview team to use when interviewing a candidate for an assistant principal job.
Rubric Code: X249X53
By DanielleMiles
Draft
Public Rubric
Subject: Education  
Type: (Other)  
Grade Levels: K-5, 6-8, 9-12

Powered by iRubric SDCY Assistant Principal Interview Rubric
  Excellent

4 pts

Good

3 pts

Fair

2 pts

Poor

1 pts

Leadership

Tell us about your experience in the field of K-12 education and specifically, any leadership experiences you have had.
Excellent

Very confident, detailed and specific answers to questions, has many leadership qualities and very clear/concise manner of speaking.
Good

Somewhat confident, specific answer to questions, sells some skills, appears to have some leadership potential and clear manner of speaking.
Fair

Confidence is not convincing, specific answer to some questions and too general on others, reponse suggests inexperience, appears to be a hard worker but not necessarily a leader and communication is comprehensible but not always articulate.
Poor

Answer incomplete, lacks confidence, inexperience and does not possess leadership skills and communiation is unclear or poorly worded.
Curriculum & Instruction

How have you worked with others in the areas of curriculum planning and implementation of instruction?
Excellent

Knowledgeable with respect to curriculum planning process, cycle of continous improvement of instruction.
Good

Familiar with components of the curriculum planning process, cycle of continous improvement of instruction.
Fair

Only familiar with some of the curriculum planning process, cycle of continous improvement of instruction.; Is confident when addressing the committee. Unsure of how this impacts the role of an Assistant Principal.
Poor

Unfamiliar with curriculum planning process, cycle of continous improvement of instruction.Confidence is low.
Committee addressed with little sense of accomplishment and thought.
Data Driven Decision Making (IL)

Please review the data provided. Share with us the following:
a. What are the strengths revealed from the data?
b. What are some of the challenges the data is revealing?
c. In what ways will you use this data to prioritize next steps?
Excellent

Responds to all questions and discusses rigorous, intentional, data analysis and goal-setting (may mention -root cause, analysis, action planning, etc.).
Good

Responds to all questions and adequetly discusses rigorous, intentional, data analysis and goal-setting (may mention -root cause, analysis, action planning, etc.).
Fair

Responds to some questions and/ or minimally discusses rigorous, intentional, data analysis and goal-setting.
Poor

Unable to respond with clarity to questions.
Diversity, Equity, Inclusion and Belonging

What is the difference between diversity, equity, inclusion, and belonging? How would you define each and in what ways will they be demonstrated in your daily leadership practices?
Excellent

Clearly defines diversity, equity, inclusion, and belonging related issues (including distinctions and connections between diversity, equity, inclusion, and belonging).

Understands the challenges faced by underrepresented individuals.

Clearly formulates new ideas for advancing diversity, equity, inclusion and belonging within the role of an Assistant Principal through their daily leadership actions.
Good

Clearly defines diversity, equity, inclusion, and belonging related issues (including distinctions and connections between diversity, equity, inclusion, and belonging).

Understands the challenges faced by underrepresented individuals.

Formulates some new ideas for advancing diversity, equity, inclusion, and belonging within the role of an Assistant Principal through their daily leadership actions.
Fair

Lack of understanding and/or comfort discussing diversity, equity, inclusion, and belonging related issues.

Developing a knowledge of the challenges faced by underrepresented individuals.

Struggles to formulate new ideas for advancing diversity, equity, inclusion, and belonging within the role of an Assistant Principal through their daily leadership actions.
Poor

Unable to respond with clarity to questions.
High Quality Instruction (IL)

While reviewing the lesson plans of one of your best teachers, you realize he has not been teaching mathematics based on the philosophy of your school or district. Instead, he uses a drill-and-kill style of teaching. Teachers in your school know to use manipulatives and other strategies to reach students. However, this otherwise proficient teacher has not complied. What steps will you take to bring this teacher on board?
Excellent

Clearly articulates processes to identify the steps that will be taken to support the improvement of instructional practices aligned to school/ district vision of effective instruction.
Confidently discusses instructional leadership and how it aligns with student learning.
Good

Articulates processes to identify the steps that will be taken to support the improvement of instructional practices aligned to school/ district vision of effective instruction.
Discusses instructional leadership and how it aligns with student learning.
Fair

Partially articulates processes to identify the steps that will be taken to support the improvement of instructional practices aligned to school/ district vision of effective instruction.
Some discussion around instructional leadership and how it aligns with student learning.
Poor

Unfamiliar with the cycle of continuous improvement of instruction and/ or unable to respond with clarity to questions.
High Quality Instruction (IL)

Please review the qualitative data provided. Share with us the following:
a. Identify the area you will prioritize to support the teacher’s growth.
b. How will you use the data to begin your coaching conversation with the teacher?
Excellent

Responds to all questions and discusses rigorous, intentional, data analysis and goal-setting (mentions root cause, analysis, action planning, etc.).

Clearly articulates a bite-sized high leverage move. Articulates a comprehensive feedback cycle to improve instruction.
Good

Responds to all questions and adequetly discusses rigorous, intentional, data analysis and goal-setting (may mention root cause, analysis, action planning, etc.).

Articulates a bite-sized high leverage move and a comprehensive feedback cycle to improve instruction.
Fair

Responds to some questions and adequetly discusses rigorous, intentional, data analysis and goal-setting (may mention root cause, analysis, action planning, etc.).

Some articulatation a bite-sized high leverage move and a comprehensive feedback cycle to improve instruction.
Poor

Unfamiliar with the feedback cycle and/ or unable to respond with clarity to questions.
Professional Learning (IL)

In what ways do you identify the professional learning needs of your staff? Upon identification, how do you prioritize providing opportunities to support their professional learning?
Excellent

Clearly articulates steps to identify the professional learning needs of staff. (staff survey data, observation data, student prof. data)
Clearly sights examples of staff development with outcomes. Confidently discusses a strong sense of collaboration with staff.
Good

Articulates some steps to identify the professional learning needs of staff. (staff survey data, observation data, student prof. data)
Sights examples of staff development with outcomes. Discusses a strong sense of collaboration with staff.
Fair

Some articulation few steps to identify the professional learning needs of staff. (staff survey data, observation data, student prof. data)
Sights examples of staff development with outcomes. Lacks clarity when discussing a strong sense of collaboration with teaching staff.
Poor

Unable to articulate steps and/ or unable to respond with clarity to questions.
Culture and Climate

Upon a student being suspended, she is returning to school with her parent for the required re-entry meeting. During the meeting, you are discussing the disciplinary issue with the parent/guardian and action steps to ensure the safety of the student. The parent disagrees with the action steps and becomes hostile toward you. What would you do to ensure a win-win situation for the student, the parent, and the safety of the school?
Excellent

Candidate speaks of working with student and family exemplifying high quality restorative practices. Discusses regard for their student with high expectations. Gives specific example of meeting ending with a clear outcomes for student success.
Good

Candidate speaks of working with student and family sharing some restorative practice processes. Discusses regard for their student with high expectations. Gives specific example of meeting outcomes and resolution.
Fair

Candidate speaks of working respectfully with family. Discusses expectations for behavior. Gives specific example of meeting.
Poor

Candidate speaks of working with family but lacks clarity of student outcomes for success.
Vision / Leadership

Review the list of core values. Identify the three (3) that resonate with you the most and discuss how this is demonstrated in your daily work.
Excellent

Candidate has a clear understanding of their Core Values and how they align to thier
leadership practices and personal opportunities. Reflects on self awareness professionally.
Good

Candidate has a understanding of their Core Values and how they align to thier leadership practices and personal opportunities. Reflects on self awareness professionally.
Fair

Candidate has a understanding of their Core Values and how they align to thier
leadership practices and personal opportunities. Some reflection and self awareness professionally.
Poor

Unable to respond with clarity to questions.
Interest in the Position

Why are you the best candidate for the position?
Excellent

Candidate is well spoken, clearly states interest in position.
Interacts well with the interview committee. Talks about the importance of relationships, building capacity, and communication
Knowledgeable about leadership competencies and challenges.
Good

Candidate speaks with confidence and interest.
Interaction with the interview committee is
"just okay".
Is knowledgeable about leadership competencies and challenges.
Fair

Reason for pursuing the position is unclear and difficult to understand. Some knowledge of responsibilities. Interacts without self confidence.
Poor

Candidate was not knowledgeable about responsibilities and challenges. Difficult to hear with very little group interaction.



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