How to Apply for Vice Principal Positions

While many teachers take on informal leadership roles over the course of their careers, only a few choose to pursue a promotion to vice principal or assistant principal. For most, the extra hours, different skill sets required, and added pressure are simply not appealing, and they look forward to spending their whole career in the classroom.

For others—like me—the work of a vice principal can be every bit as fascinating and fulfilling as that of a teacher. I was fortunate, after several years in the classroom, to move into a series of central assignments that eventually led to a VP position, and later the role of elementary principal. I offer the following insights to those of you who may be on a similar path or even are just considering making the exciting transition from teacher to vice principal.

The Role of Vice principal

While teachers’ job descriptions are usually clearly defined, the role of a VP often is not. Most districts simply describe the role as “supporting the principal” or in some cases “duties as assigned (by the principal).” This means that, depending on the school and the skill set and inclinations of the principal in that school, a new VP may be taking on any number of duties.

It is worthwhile, therefore, for candidates to do some reflecting before pursuing this role. Are you a reasonably flexible, easygoing sort of person? As a VP you will be responding to myriad daily events and challenges. Are you self-aware and composed under pressure? You will be tasked with using your calm demeanor to make problems smaller, not bigger. Are you a genuinely humble person who enjoys helping and serving others? There is nothing more toxic in a school than a self-important leader!

The Application Process for vice principal positions

The steps in the hiring process for VPs will depend on the size of your board or district. Larger boards may hire VPs into a pool of approved candidates, who are then placed into schools as vacancies come up. Smaller boards may forgo this step and interview VPs for a vacancy at a specific school. In most cases, however, there will be some version of the following elements:

• A submission of intent: This is the phase where résumés and in some cases cover letters or written statements are collected. Your materials are reviewed as candidates are selected for the first round of interviews.
• Interviews: Depending on the size of the district and their processes, there may be an informal one-on-one interview with an administrator, the principal at the school, or the superintendent of the district. This may be followed by a more formal panel interview with other senior administrators.
• Reference checks: Your references will be contacted, and generally your credentials will be checked.

Larger school boards may provide candidates with professional development around steps in the process.

Job documents

Along with a résumé and a letter of interest, the most important document that you will create is likely your personal statement. Boards and districts may have their own name for this, but in most cases, candidates are asked to submit a written statement that captures who they are as a person, educator, and leader. Essentially, though, a personal statement weaves together your own experiences, skills, and beliefs and shows how they align with those of your district or school board.

With that in mind, prospective VPs are advised to have a good grasp on your board’s or district’s identified priorities. This may be expressed as a “District Improvement Plan” or something similar. As a teacher, you likely have some sense of larger issues in your school. As a VP, however, you will be required to demonstrate an awareness of districtwide goals and how to ensure that these are met at the individual school that you’re applying to.

Interviews

Interviewing effectively for a VP position requires that you speak and act as if you are in the role already. You are neither a teacher nor a principal. You cannot give answers as if the teachers are your friends and colleagues (they aren’t anymore), nor can you answer and act as if you have the authority and responsibilities of a principal. Any answer that you provide in your VP interview should come from a place of confidence but also include a line about checking with your principal before proceeding.

When interviewing for a teaching job, candidates are typically asked questions about curriculum, classroom management, communication, and other similar topics. The questions that are asked during VP interviews will likely be more complex, however, without clear “right” answers. There may be follow-up questions designed to challenge you or probe your thinking. Additionally, many of these interviews are done in front of a panel. Needless to say, the stakes and potential stress levels will be higher. Given this, learning and using mental frameworks is a good strategy for ensuring that you provide clear and complete answers to interview questions.

For example, you may be asked to respond to a scenario at a school where race-based bullying has occurred between students in an eighth-grade class.

There are many ways to approach this question, but keeping the following two frameworks in mind will help you to structure your answers:

• The time horizon for a response (short term, medium term, long term).
• The people involved in the response (students, staff, parents, community).

A well-structured response could include the following:

• The initial work of reassuring students, consulting with others, and gathering any missing and important info (short term; students and staff).
• Follow-up communications that would occur with families (short term; parents).
• Perhaps some anti-racist initiatives would be implemented at the school (medium term; staff, students). These would be shared in newsletters and assemblies (medium term; students, parents).
• Work on promoting and maintaining an anti-racist school environment, which could include student surveys, community guest speakers, staff PD, or other elements (long term; staff, students, parents, community).

While not every scenario will require all elements of both frameworks to be addressed, having these two frameworks in mind as you craft your answers ensures that you are not missing any steps or leaving anyone out. There are other similarly useful frameworks available online, and in some cases your board or district may even suggest certain ones as part of their professional development for aspiring leaders.

Finally, I would remind VP candidates that what our schools need most are caring adults who genuinely love the occasionally messy work of engaging with kids, staff, and parents. While you may be nervous at times during your interview, don’t be afraid to let your enthusiasm, optimism, and warmth shine through. After all, once you do assume the role of VP, it is these qualities that will in many ways determine how successful you are as a school administrator.