Higher degrees are essential for leadership roles like principals and school administrators. These positions require advanced knowledge in education policy, leadership, and management to navigate the complexities of modern school systems effectively. Research shows that school leaders have a direct impact on student achievement, second only to classroom instruction. In fact, a study by the Wallace Foundation found that strong leadership accounts for 25% of a school’s impact on student performance. To ensure Green Bay schools remain competitive and continue delivering high-quality education, we need top-tier leaders with the expertise to inspire educators, engage students, and foster community trust.
The best way to achieve this is by investing in our greatest resource: our educators. Many of them already possess the passion and firsthand experience necessary to lead but may lack access to the advanced degrees or certifications required for administrative roles. By providing opportunities for them to grow and supporting their educational pursuits, we can develop a pipeline of exceptional leaders who are deeply connected to our schools and understand the unique needs of our community.
Educators interested in pursuing higher education for leadership roles would apply for subsidies through the district. Each year, a select number of candidates would be chosen to participate in the program. Selection would be based on merit, leadership potential, and a demonstrated commitment to the district. This initiative would be overseen by a collaborative team, including the superintendent and school board, ensuring transparency and alignment with district goals.
The financial aspect would be manageable. For instance, the average cost of a master’s degree in educational leadership ranges between $15,000 and $30,000, depending on the institution. By subsidizing a portion —perhaps 50% —of these costs, the district could empower educators without shouldering the full burden. If we allocate a few thousand annually to this program, it could support a few educators each year, creating a sustainable pipeline of leaders over time.
Why invest in this approach? Because it works. Districts that prioritize internal leadership development report higher retention rates, improved school culture, and better student outcomes. Moreover, a National Association of Secondary School Principals (NASSP) report highlights that 70% of effective school leaders are promoted from within their districts, underscoring the value of cultivating talent internally.
This program is more than just an investment in individuals; it’s a commitment to the future of Green Bay schools. By empowering our educators, we’re ensuring that our schools are guided by leaders who understand the community, respect its values, and are ready to inspire the next generation. After all, who better to lead us forward than those who have already been shaping the path every single day?
