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School system leadership decisions based on educational interest of students

By Peggy Connell
Superintendent, Coweta County Schools

I have received several requests to explain the events that led to changes and shifts in school personnel for 2003-2004. This article is an attempt to clarify the dynamics that occur in an organization the size of Coweta County Schools. To protect the good name and reputation of individuals, I cannot mention names or identify specific situations.

Change is often difficu3lt but is necessary within organizations attempting to meet new challenges and achieve worthwhile goals. As the largest employer in the county, the Coweta County School System makes decisions based on what is best for the overall organization.

The ideal situation exists when the goals of the organization and the goals of individual personnel match. This is not always possible, and the goals of the school system must take precedence. Employers and employees of business and industry are familiar with this concept.

Changes in school personnel occur for a variety of reasons:

• Working in different schools or grade levels provides personnel new challenges that improve skills and knowledge.

• Schools operate on a team approach, and personnel choices reflect a need to develop a balanced and complimentary team.

• Promotions.

• Personal transfer requests.

• Retirements.

• Resignations.

In January, 2003, a high school principal announced his intention to retire at the end of the school year. Upon learning of this retirement, I compiled a list of all administrators who were planning to retire. This enabled my staff and me to prepare for the next school year

In all, a total of seven principals retired, two requested changes in positions, and three resigned. This did not include assistant principals - from whom we drew many of our principal-position replacements, or who in many cases went to new positions to balance the strengths of a school administrative team.

In fact, my staff and I considered internal candidates to fill these vacancies before looking at personnel who had applied from outside of the system. In many instances principals moved to central office positions and assistant principals became principals. Of the twelve positions vacated, nine Coweta County School System administrators were promoted to fill these positions, creating a domino effect of vacancies. In a few cases, administrators accepted a lateral move to balance the new administrative teams.

Sometimes, minimizing change in an institution is a desirable goal. But the first goal of the Coweta County School System is to meet the educational needs of every student. The role of school personnel is to accomplish that goal, and this requires flexibility and adaptability. To meet the challenge of creating an optimum-learning environment, school personnel often change schools, grade levels, or content areas. These personnel changes are made for the benefit of our students.