The ALCDSB Academic Leadership Pathway indicates the qualification requirements and desired assets for all Academic Leadership positions in the system.

The Halton Catholic District School Board's Catholic leadership strategy has been developed to create, enhance, and promote leadership opportunities that engage all staff as transformational leaders in order to strengthen staff capacity for instructional leadership, to enhance organizational effectiveness, and to support succession planning.

A performance management process will be used to develop clear objectives for the Board and the Director of Education and to provide an annual evaluation of the Director's work.

To provide procedures for the selection, promotion and placement process for school principals and vice-principals. This procedure supports P052, Selection, Promotion and Placement of School Principals and Vice-Principals.

To establish the Board's commitment to the provision of exemplary leadership through the selection of its principals and vice-principals.

To provide a process for the selection of supervisory officers and transfer of superintendents. This procedure supports the implementation of the Supervisory Officer Selection Policy (P055).

To establish the Board's commitment to the provision of exemplary leadership through the selection of its principals and vice-principals

A performance management process will be used to develop clear objectives for the Board and the Director of Education and to provide an annual evaluation of the Director's work.

This operational procedure PR516 supports the implementation of the Toronto District School Board's Staff Changes Policy and the Supervisory Officer Selection Policy and provides a process for the selection of supervisory officers and transfer of superintendents.

Policy P055 Supervisory Officer Selection was developed to establish the Board's commitment to the provision of exemplary leadership through the selection of its supervisory officers.

ProcessOn is an easy to use online tool for creating diagrams. It is very efficient and totally free of charge. With ProcessOn you can create different kinds of charts, such as: flow charts, organizational charts, EVC, EPC. Address www.processon.com

The programs and processes described in The Path to Leadership website are designed to meet the needs of potential and current leaders at each stage in their leadership development. The practices and competencies that inform leadership programming and processes are based on the Ontario Leadership Framework. Address: http://www.hwdsb.on.ca/careers/leadership-development/

This resource provides administrators and participants in job shadowing opportunities a framework for discussion topics and questions to use throughout the job shadowing experience. It also includes a reflection page for participants to submit upon completion of a job shadowing experience.

This application process is intended for emerging leaders who wish to be considered as candidates in the "Emerging Leaders" initiative.

These documents outline Rainy River DSB's policies on the transfer and appointment of principals and vice-principals.

These documents outline Rainy River DSB's policies on the transfer and appointment of principals and vice-principals.

This leadership brochure presents a program description developed for aspiring leaders which targets the board's succession planning and mentorship programs. A descriptive list of resources made available in kits for mentor/mentees is included for your reference.

Le Conseil scolaire catholique du Nouvel-Ontario préconise l’utilisation de son Cadre de leadership participatif par tous les membres du personnel du Conseil désireux d’améliorer leur capacité de leadership professionnel. Basée sur le Cadre de leadership de l’Ontario, cette présentation en PowerPoint se veut une ressource importante pour guider les leaders et les futurs leaders dans l’acquisition et le développement de compétences en leadership.

This updated document describes the training opportunities for aspiring leaders in central positions, for vice principals and principals as well as for supervisory officers. Sessions include setting direction and sustaining vision, building relationships, core business/instruction, aspiring leaders and internship programs. Also included in the booklet are descriptions of each of the available programs that are recommended for promotion and for experienced administrators in the York Region District School Board.

This updated document describes the training opportunities for aspiring leaders in central positions, for vice principals and principals as well as for supervisory officers. Sessions include setting direction and sustaining vision, building relationships, core business/instruction, aspiring leaders and internship programs. Also included in the booklet are descriptions of each of the available programs that are recommended for promotion and for experienced administrators in the York Region District School Board.

This brochure outlines a career leadership map that aspiring leaders can examine to determine the type of leadership in which they wish to be involved. All district leadership programs are described, including programs for aspiring school leaders as well as aspiring instructional leaders.

This document outlines a mandatory series of six sessions for all employees in leadership positions. The sessions explore the challenges that still face educators today in identifying and countering racial discrimination in all its forms and in its intersection with other forms of discrimination.

This resource outlines the selection process and includes the district school board's process to be followed when selecting candidates for principal and vice-principal positions. Also included is the candidate profile, where candidates evaluate their leadership performance and include evidence demonstrating that they are ready to become a school principal or vice-principal. This resource includes a selection rubric to be used by the senior team to screen applicants.

This policy outlines the principles governing the application, screening, interviewing, and selection of candidates for principal or vice-principal positions. There is also a section on the placement and transfer of principals and vice-principals.