Step Five

Securing Names of Candidates

Most Lutheran school boards discover early that the available pool of talent for a Lutheran school principal position is quite limited. Therefore, the board invests considerable effort in searching for just the right person.

Here are a few ways to announce your search for a principal:

• Send notice of your vacancy to the Lutheran schools in your area or throughout the ELCA. There are times an acting principal is seeking to relocate or effect a change for a variety of reasons.
• Post the vacancy with other local congregations.
• Advertise in print as well as internet services.
• Notify your Synod office. Request the vacancy be listed in the Synod newsletter.
• Contact local Universities which have school administration graduate programs.
• Contact the ELCA at 1-800-638-3522. We will provide information about candidates it may have as well as provide the school access to the ELCA Teacher Clearinghouse which includes a vacancy and candidate listing.

Is there someone already on your staff who has demonstrated the potential to be your next principal? It is wise to maintain an open process and welcome applications from anyone who chooses to apply. Making a decision to automatically refuse to consider a current teacher because they teach at your school is unfair to that person who has already made a commitment to the educational ministry in your school.

Everyone who cares enough to contact your school should receive a very prompt reply. You may be considering that person for the principal position at some point. Potential candidates also begin forming opinions and making observations about how they might feel about being principal at your school from the very first contact. You will only hire one person. All the others you don’t hire should still come away from the experience feeling good and become new ambassadors for your school. Don’t “burn any bridges.” As persons request an application, the application packet should include the following items:

• Positive warm welcoming letter
• Application
• Overview of the school
• Job description
• Salary and benefit outline
• Current yearbook or brochure
• Handbooks if they are available

While there may be some additional expense in this process, it will also help to ‘weed out’ those persons who really wouldn’t be interested.

Frankly, this process is not easy. It requires a great deal of effort and prayer. Involve as many people and processes as possible in this endeavor.

Note: This is a public search and it is important that the job listing be free of discrimination based on gender, color, age or ethnicity. It should be noted it is legal to list religious restrictions. Your ads may state, for example, that candidates must be Christian or Lutheran..

See also
Eight Steps to a Successful Executive Director Evaluation 
Director/Principal Assessment Questionnaire 
Sample Administrative Policy