We seek talented educators to lead and transform New York City public schools.
If you are an outstanding educator who aspires to lead a school where all students succeed:
Interested in School Leadership?
If you are interested in becoming a school leader, explore leadership programs for aspiring leaders:
The Principal Candidate Pool
The New York City Department of Education (DOE) developed and implemented the Principal Candidate Pool to positively impact student achievement by ensuring that strong leaders are considered for principal roles. The Principal Candidate Pool is one of the first steps before a candidate is eligible to apply for a principalship in New York City, as outlined in Chancellor's Regulation C-30:
Beginning December 9, 2013, the DOE launched an enhanced version of the Principal Candidate Pool process in order to meet the following objectives:
- Align the screening process to clear, high standards that are consistent with the expectations to which principals will be held accountable under Education Law § 3012c.
- Offer participants an opportunity to receive high quality professional development about the DOE’s expectations of principals
- Provide hiring managers with multi-dimensional information to help enhance strategic placement hiring decisions related to principals
- New York State Administrative License
- School Administrator and Supervisor (SAS) - historical license
- School District Administrator (SDA) - historical license
- School Building Leader (SBL)
- Seven or more years of pedagogical experience as outlined in Chancellor’s Regulation C-30
- Must meet the following educational, managerial, administrative qualifications:
- Instructional Leadership
- School Culture
- Structures for School Improvement
Find out more about New York State certification requirements for school leaders on the School Leaders Leaders and Principals Certification page.
Recommend 1-2 years from being an Assistant Principal before applying to be a Principal.
Chancellor’s Regulation C-30 governs the selection, assignment, and appointment of all principals. It is intended to ensure that the supervisory selection process meets the requirements set by New York State law, is equitable, and is based on principles of merit and readiness. The C-30 process is conducted whenever there is a principal vacancy at a school. The Hiring Manager (superintendent for principal vacancies) is responsible for ensuring that the C-30 process is completed correctly, fairly, and on time. Applicants for principal positions must have strong pedagogical, managerial, and administrative skills as well as a deep commitment to maintaining personal and professional integrity at all times.
Read the Regulation
Principal Candidate Pool
The Principal Candidate Pool is the selective hiring process for aspiring New York City principals. It consists of three professional conversations, three timed, on-demand performance tasks and three reference checks. Individuals who aspire to be principals should apply to the Principal Candidate Pool one year in advance of their first application. To learn more visit our Principal Candidate Pool FAQ page:
Principal vacancies are generally posted at the beginning and middle of each month and are open for at least 15 calendar days. Posting dates may be adjusted for holidays or weekends. Vacancies always open and close promptly at 3PM. The online application consists of a resume and a tailored cover letter addressing two specific questions.
Level I Committee Interview
The Hiring Manager (superintendent for principal vacancies) reviews the applications submitted and identifies three to five candidates for evaluation by the Level I Committee. The Hiring Manager forms the Level I Committee which includes: one supervisor, two UFT members, one school support staff member represented by DC 37, Local 372, four to seven parents, one to two students (high schools only), one superintendent designee (chairperson), and one designee of an intermediary organization. The Level I Committee interviews the candidates submitted by the Hiring Manager.
Level II Interview
The Hiring Manager (superintendent for principal vacancies) considers the ratings, evaluations, and recommendations submitted by the Level I Committee. In addition, the Hiring Manager may interview the candidates and/or utilize other professional evaluation techniques other than written tests.
Preparation Programs and Supports for Aspiring Principals
To learn more about preparations and support programs for aspiring principals please visit the Leadership Pathways page.
View and apply for school-specific principal positions.
If you have problems submitting an application, please contact HR Connect:
AOL email accounts may experience difficulty receiving emails from the DOE. If you have access to a non-AOL e-mail account, it would be best to use it when applying for DOE positions. Free e-mail accounts are available at Yahoo, Hotmail, and Gmail.
The NYC Department of Education is an Equal Opportunity Employer. It is the policy of the Department of Education of the City of New York to provide educational and employment opportunities without regard to race, color, religion, creed, ethnicity, national origin, alienage, citizenship status, age,marital status, partnership status, disability, sexual orientation, gender(sex), military status, prior record of arrest or conviction (except as permitted by law), predisposing genetic characteristics, or status as a victim of domestic violence, sexual offenses and stalking, and to maintain an environment free of harassment on any of the above-noted grounds, including sexual harassment or retaliation. Inquiries regarding compliance with this equal opportunity policy may be directed to: Office of Equal Opportunity, 65 Court Street, Room 923, Brooklyn, New York 11201, or fill out the OEO complaint form.