The KIPP NYC Emerging Leaders Program is geared towards supporting team members with experience leading projects or work that has impacted their school community. The focus of Emerging Leaders is in developing adaptive and technical skills. The Emerging Leaders program operates within a set of KIPP NYC leadership development programs, all with the goal of strengthening the leadership pipeline and developing a transparent pathway to leadership. Emerging Leaders are full-time members of their school and will have opportunities to practice the skills and competencies guiding the program.

OBJECTIVES

• Develop Emerging Leaders to successfully lead a team and/or team-wide projects through on-the-job development, coaching, and formal professional development.
• Increase leadership capacity within KIPP NYC Schools.
• Build a cohort of leaders who can learn from each other across the KIPP NYC region.

COMPETENCIES

• Self- Awareness
• Student Focus
• Achievement Orientation

COMPONENTS

• Cohort: Emerging Leaders will become part of a cohort of aspiring leaders from across the KIPP NYC region. This group will attend PD together and collaborate over the course of the year to support and challenge each other’s growth and development.
• Coaching: Emerging Leaders receive coaching against their development plan. Each Emerging Leader is observed at least once each month by their coach.
• Professional Development: Emerging Leaders engage in collaborative professional development sessions to deepen their skills and leadership competencies. Emerging Leaders are also encouraged to participate in additional development activities related to their personal growth goals.
• Reflection: Emerging Leaders will focus on growing in each of the skills in the development roadmap, measuring growth using the Leadership Readiness Assessment. Self-assessments are made quarterly. The roadmap is grounded in the Leading for Learning rubric, which outlines researched skills and competencies of effective leaders. Self-reflection plays a large role in the program.
• School Visits: Emerging Leaders will engage in school visits to learn from other experts and reflect on strengths and opportunities for growth for themselves and their teams.

The KIPP NYC Leader Fellows Program is designed for leaders with at least two years of experience in a team leadership role. The focus of Leader Fellows is to develop school-wide leadership skills, including team leadership, leading through others, instructional coaching, and the transition from single content area/grade to school-wide systems and structures. The Leader Fellows program operates within a set of KIPP NYC programs, all with the goal of strengthening the leadership pipeline and developing a transparent pathway to leadership.

OBJECTIVES

• Develop Leader Fellows to successfully lead multiple teams and school-wide projects through on-the-job development, coaching, and formal PD.
• Increase leadership capacity within KIPP NYC Schools.
• Build a cohort of leaders who can learn from each other across the KIPP NYC region.

COMPETENCIES

• Self-Awareness
• Cultural Competence
• Continuous Learning
• Individually Selected Focus Competency

COMPONENTS

• Cohort: Leader Fellows (LFs) will become part of a cohort of aspiring leaders from across the KIPP NYC region. This group will attend PD, retreats, and school visits together and collaborate over the course of the year to support and challenge each other’s growth and development.
• Coaching: Each LF has a school leader who coaches them against their development plan. Each LF is observed at least 2x each month by their school leader and/or by a regional leader. SLs & RLs communicate feedback via SchoolMint Grow, follow up notes, and/or during in-person coaching sessions.
• Professional Development: LFs engage in collaborative professional development sessions to deepen their skills and leadership competencies. PDs will be a mixture of regionally led sessions and outside facilitators. Additionally, LF are encouraged to participate in additional development activities related to their personal growth goals. Each month in the LF newsletter there will be opportunities to opt into external PD sessions.
• Reflection: LFs will focus on growing in each of the skills in the development roadmap, measuring growth using the Leadership Readiness Assessment. Self-assessments are made quarterly. LFs receive ongoing coaching from a school leader and a regional leader against a 70/20/10 development plan created to leverage strengths and close gaps. The roadmap is grounded in the Leading for Learning rubric, which outlines researched skills and competencies of effective leaders. Self-reflection plays a large role in the Leader Fellows program.
• School Visit Retreats: LFs engage in multi-day retreats to reflect on personal development, build leadership capacity, and learn from other experts. During these retreats, LFs visit a variety of schools outside of NYC both within and outside the KIPP network.

The KIPP NYC Principal in Residence Program is a two year, regionally-operated residency to prepare aspiring Principals in the adaptive and technical skills needed to lead a KIPP NYC school as either a successor or a founder. Successful applicants to the program will have a minimum of three years of instructional leadership experience, likely as an Assistant Principal or veteran Dean. The PIR program operates within a set of KIPP NYC leadership development programs, all with the goal of strengthening the leadership pipeline and developing a transparent pathway to leadership. PIRs are full-time members of their residency school leadership teams and will have daily opportunities to practice the skills and competencies required to lead high-performing schools. This may require moving to a new school site for additional growth and development.

OBJECTIVES

• Develop upcoming School Leaders to successfully lead KIPP NYC schools through on-the-job development, coaching, and formal professional development
• Build regional capacity, structures, and systems to develop a healthy pipeline of aspiring school leaders
• Build a cohort of leaders who can learn from each other across the KIPP NYC region

COMPETENCIES

Year 1

• Self – Awareness
• Cultural Competence
• Continuous Learning
• Individually Selected Focus Competency

Year 2

• Impact & Influence
• Direction Setting
• Decision Making
• Talent Development

COMPONENTS

• Residency: PIRs complete a two-year residency where they are a full-time member of a school’s leadership team with responsibilities for coaching teachers and leaders and developing a strong learning environment for staff and students. PIR will prepare to be assistant principals, successors, and/or founding school leaders for KIPP NYC.
• Professional Development: PIRs engage in collaborative professional development sessions to deepen their skills and leadership competencies. This formal PD will be provided by a combination of region-led and external PD providers.
• Development Roadmap: PIRs receive ongoing coaching against a development plan from a mentor school leader and regional academic leader. This roadmap is grounded in Leading for Learning rubric and outlines the skills and competencies a PIR must demonstrate mastery of in order to become a school leader.
• Checkpoints: PIRs will be formally assessed against each of the skills in the development roadmap using the KIPP NYC PIR Assessment Toolkit, which outlines a transparent set of expectations for school leader readiness. Quarterly readiness checkpoints will also provide an opportunity for the PIR and support team to reflect on progress towards becoming a school leader.
• Mentor Principal & PIR Coaching: Each PIR has both a mentor principal and a PIR coach who support their growth and development. Mentor school leaders also provide the PIR access to “principal moments” to further their understanding of the principal role.
• Transition Plans: In the second semester of their second year in the program, PIRs gradually decrease responsibilities in their residence and increase leadership responsibilities for their future school. For a Founder PIR, this will include completing a school launch plan. For a successor PIR, this will mean creating and executing a school transition plan. For Assistant Principals, this means creating year-long priority plans in collaboration with their assigned school leader.
• Retreats & Excellent School Visits: PIRs engage in multi-day retreats each year to reflect on personal development, build leadership capacity, and learn from other experts outside of NYC.