SPS School Leader Hiring Process

Below is information that will help you understand the principal hiring process that Seattle Public Schools uses as it works to recruit and retain the best school leaders.

In December, Seattle Public Schools advertised for applicants to apply to a pool of qualified candidates for school principal. Those external candidates who meet minimum qualifications and who pass a rigorous in-person interview are placed into the pool. Current Seattle principals, assistant principals, and candidates from our Aspiring Principal Academy are automatically placed in the pool.

From there, candidates have an opportunity to apply for any of the open school positions posted. The Human Resources (HR) team forwards applications for specific schools to the Executive Director of Schools and the Directors of Schools, who review each site’s applicants and invite top candidates to be interviewed by site-based teams.

More information about Leading in Seattle and School Leader pools

SPS School Leader Hiring Guidelines

The following are the guidelines Seattle Public Schools uses when hiring a principal: 

• The Superintendent has final hiring authority and may appoint or move a principal (or assistant principal) at any time. 
• Per the Collective Bargaining Agreement with our principals’ association, we consider any expressed desires by principals and assistant principals for horizontal or vertical movement. The Executive Director of Schools and the Directors of Schools review the requests and can make recommendations to the Superintendent if they feel a person is a strong candidate for the needs of the system or the needs of a building. 
• If the Superintendent does not make an appointment or transfer, the HR department posts the position. When that happens, a hiring team led by the school’s Director is formed. The team, based on applicant materials and interviews, makes recommendations that are forwarded to the Superintendent. The Superintendent has final authority on hiring decisions and may accept or reject the recommended candidate. 
• Finally, there are times where the Superintendent will recommend a candidate be hired with an “interim” status. This usually takes place when a position has not filled by a specific date, usually in mid to late August, or a position comes open after the student school year has started.

Posting an Open Position

When a position is open for hire, a job advertisement is created and posted by the HR department.

Candidates can access and review all open positions via the HR Careers page.

The school’s Building Leadership Team (BLT) has the opportunity to add specific language to the advertisement that provides unique details that a candidate should consider when applying to that school.

The Director for the specific school will work with the BLT and the PTA/PTO to develop a few building-specific questions that may be used during the interview process.

Hiring Committee and Interviews

The Director for the school takes the lead on forming a hiring committee that will interview candidates who have been moved forward from the HR screening process.

The Director for the school works with the BLT and PTSA/PTO leaders to identify the members who will represent the school portion of the team. The Director will also work with central office departments to identify central staff to join the team. The hiring teams will consist of the following members: 

Elementary Schools

• 1 primary certificated teacher and community member (parent/guardian or community member)
• 1 intermediate certificated teacher and community member
• 1 specialist (SPED, ELL, PE, Art, etc.)
• Administrative secretary or a classified representative
• 2 central office leaders or building principals
• 1-2 Directors of Schools

The total would be 9-10 members on the team.

Secondary Schools

• 3 core instruction certificated teachers (LA, SS, Math, Science) or 2 core and 1 specialist
• 3 parent/community reps
• 1 classified staff member (head administrative secretary preferred)
• 1 instructional assistant
• 2 central office leaders or building principals, and one to two Directors of Schools

The total would be 11 or 12 members on a team.

Community Representatives on Hiring Teams

HR encourages Directors of Schools, BLTs and parent organizations to also consider having a representative group of community members on hiring teams that reflect not only the racial, ethnic, and cultural diversity of the school but also representatives that include diversity of socio-economic background, sexual orientation, gender identity, etc.

It is also suggested that interviews and other hiring activities take place on days and times that allow working parents/community members the opportunity to participate.