From time to time I have had the opportunity of hearing senior CBE officials wax eloquent concerning their extreme pride in the excellence of their employees and the tremendous job being done on behalf of the students and citizens of Calgary. On occasion I have even heard them use the metaphor of the CBE as “family”. It is a speech which I always enjoy. I enjoy it because I believe it to be true. I also believe the presenters of this message are sincere and believe in the essential truth of their message.

From time to time however, I perceive a “disconnect” between the rhetoric and the reality. In the February 19th career section of the Calgary Herald there appeared one of these “disconnects”. The CBE had placed an advertisement requesting qualified applicants for the position of Principal at University Elementary School. The ad was placed in other Alberta newspapers as well.

In actuality, I was not surprised. I had been forewarned the previous Monday. This courtesy had been issued partially because of concerns presented by myself and other Local 38 officials relating to a similar process regarding the principalship at Lord Beaverbrook High School last June. At that time we were informed that Lord Beaverbrook was an extremely unique position, which had required a unique response. Although I remained unconvinced, I did have some appreciation of the position they presented.

I cannot say the same regarding University Elementary School. There is absolutely no doubt in my mind that in Calgary Public at this time there are a number of qualified applicants who are ready, willing and able to perform admirably in this position.

I can only speculate as to what message is being sent to those Calgary Public career educators who aspire to serve in administrative positions. The message can only be negative. And of course the question is why? What are the philosophical and pragmatic drivers in this quest for “new blood”?

At the last Liaison Committee meeting the CBE valiantly attempted to rationalize the decision. Quite simply, I found their rationale insufficient and unsatisfactory.

Regarding administrative positions up to Principal the system has traditionally hired from the ranks of its tried and tested homegrown personnel. The system believed by careful hiring practices and by offering significant leadership opportunities it could ensure the development of capable, committed, exceptional educational leaders who were immersed in and knowledgeable of the policies, practices and culture of the Calgary Board of Education. These leaders would assist in developing and ensuring a sense of “family” and Calgary Public pride. This pride would be fueled by a sense of loyalty.  This sense of loyalty would be a shared loyalty which would and should be prevalent at all levels and throughout the system.

Perhaps loyalty is one of those old time values which is no longer in fashion. Perhaps it is one of those concepts that is considered passé or out of sync with the realities of our modern world. I hope that isn’t so but I increasingly wonder.