The selection process has three components to it: 1. A case study on the day of the interview requires a written submission that will be used during interview process. 2. The candidate must prepare a written and oral presentation to be presented to a team of principals and superintendents. 3. A team of educational leaders conducts a structured interview.

Based on the Ontario Leadership Framework, this developmental continuum of leadership growth serves as a self reflection tool for business and support staff in Peel DSB.

This resource, intended for principals and vice-principals, was developed to make coaching available to all employees and to develop coaching skills among both formal and informal leaders. This resource manual contains all the tools required to make coaching a successful endeavour.

The KPR's Leadership Profile has been developed to help all employees articulate common messages using a shared leadership language, and to create clear, transparent processes. This profile incorporates the Ontario Leadership Framework competencies along with KPR’s own leadership requirements including effective communications and the knowledge and skills required of specific positions within the Board.

A leadership profile that combines the aspects of leadership; personal, interpersonal, instructional & operational; with the character attributes of integrity, trustworthiness, loyalty, responsibility, resilience, caring, fairness, respect, honesty & vision.

This brochure outlines the leadership development programs that are in place within the board. In a one-page format it summarizes key programs that are offered within the District School Board from the beginning of a teacher's career to those who are new superintendents.

This Board leadership study has led to changes in practice, describes a principal/vice-principal selection process, and has put into place an internship program. Its goals include communicating key messages, developing an innovative awareness campaign, engaging stakeholders in a discussion and reflection on leadership, developing communication vehicles, and ensuring that people are made to feel they have a voice in the leadership initiative.

This policy describes the principles governing the selection of supervisory officers, including the establishment of a qualified applicant pool.

This resource outlines the leadership development program within the district school board. The program involves aspiring leaders, school leaders, and system leaders. The program aligns key initiatives such as the School Effectiveness Framework, the Ontario leadership Framework, and mentoring programs.

This document is an updated version of the framework for professional learning and training in all job categories in the York Region District School Board. The full listing of course descriptions is available in the companion piece, “Leadership Development Framework” from York Region.

This policy describes the process for appraisal of the Director of Education.

The "Leadership Journey" is a comprehensive program designed to support student achievement and well-being by developing passionate and skilled leaders at the board and school levels. This resource provides strategies to prepare for the role of vice-principal and presents professional development initiatives for current leaders.

This leadership framework for principals and vice-principals has been developed as a tool to help foster a climate of continuous improvement throughout all departments work units that support our schools.

Excellence in Leadership is a framework that invites, encourages, facilitates challenges and supports leaders in the Waterloo Catholic District School Board. It is intended to provide emerging leaders, newly appointed leaders and well established leaders a personal and communal experience. Included is the application outline and process for Emerging Leader Program.

This self-assessment rubric enables aspiring leaders to evaluate the knowledge, skills, and attitudes needed in order for them to become proficient leaders. The rubric describes four stages of growth: potential, developing, emerging, and proficient. Using the rubric, aspiring leaders can plan specific steps leading to leadership development. The tool can be used for self-reflection or within a mentoring context.

Huron -Perth Catholic District School Board has designed this pamphlet providing an overview of the program that identifies teachers interested in leadership and begins preparing them as system leaders. The pamphlet outlines four modules which enable candidates to explore the concepts of Catholic leadership.

This brochure describes the Board’s Catholic School Leadership Development Program. It contains the Leadership Foundation Principles, Learner Outcomes and a brief description of three training modules.

Based on the Ontario Leadership Framework, this developmental continuum of leadership growth serves as a self reflection tool for aspiring leaders, newly appointed and experienced school leaders in Peel DSB.

This resource has been developed within the parameters of the Board Leadership Development Strategy (BLDS) initiative. This mentoring program, designed for newly appointed school leaders, is a powerful stimulus for professional learning of new leaders.

The Near North District Leadership Program provides information regarding the Leadership Framework for Principals and Vice-Principals and for teachers who are aspiring to administrative positions. This document offers administrative guidelines for mentoring, leadership, succession planning and management.

Leadership rubric which focuses on the following aspects of leadership: instructional, personal, interpersonal, & operational and is based on the assessment on each candidate on where their currents abilities lie on a scale of potential, emergent, effective through accomplished.

The Catholic Leadership Qualification Process is outlined in a 25-page document describing the necessary steps to be taken in preparation to become a Catholic leader in the Dufferin-Peel CDSB.

This leadership profile outlines the competency areas for supervisory officers. It is a rubric that describes the continuum of skills, knowledge, and attitudes on a four-point scale: potential, developing, emerging, and proficient. This rubric can be used for self-reflection, in a mentoring relationship, or as part of an appraisal process.

Huron-Perth Catholic District School Board has designed this Reflective Practice Project to be completed by candidates pursuing leadership, in collaboration with a mentor. This project provides the candidate the opportunity to experience an area of leadership and then to reflect upon the experience.