October is National Principals Month! This celebration marks the invaluable leadership contributions of U.S. K–12 public and private school principals.

The National Center for Education Statistics (NCES) would like to thank principals and administrators from across the country whose support and guidance improve their schools and the successes of their students and staff each and every day.

The data in this blog would not be possible without the participation of principals and school staff in the National Teacher and Principal Survey (NTPS). We have recently concluded the 2023–24 NTPS; to learn more about our most recent data on teachers’ and principals’ experiences and perspectives, please stay tuned to NCES’s website for upcoming reports.

Here are some facts and figures about principals from the NTPS for the 2020–21 school year. Click the links to dig deeper into each of the topics.

Principals’ Educational Attainment, Salary, and Professional Experiences in the 2020–21 school year

• About 7 percent of all K-12 public and private school principals had a bachelor’s degree or less, nearly 60 percent had a master’s degree, about 22 percent had an education specialist or professional diploma,[1] and nearly 11 percent had a doctorate or first professional degree.
• The average annual salary for all principals was $100,500 and ranged from $92,800 for principals with less than 3 years of experience to $106,900 for principals with 10 years of experience or more.
• All principals had an average of 7 total years of experience and an average of 5 years at their current school.
• Among all public school principals in 2020–21, six percent of principals moved to become principal of a new school between the 2020–21 and 2021–22 school years and 11 percent left the profession altogether, while about 80 percent stayed to lead the same school during the 2021–22 school year (figure 1).

Figure 1. Percentage distribution of 2020–21 public school principals, by 2021–22 status

Principal Satisfaction in the 2020–21 School Year

• The 2020–21 NTPS asked all K–12 public and private school principals to rate the extent to which they agreed or disagreed with six different statements about their position as a principal (figure 2).
  • About 94 percent of all principals agreed that they were generally satisfied with being a principal at their school.
  • About 34 percent indicated they don’t seem to have as much enthusiasm now as they did when they began their job.
  • About 24 percent indicated they would leave their job as soon as possible if they could get a higher-paying job.
  • About 17 percent indicated the stress and disappointments involved in being a principal at their school weren’t really worth it.
  • Some 17 percent of all principals agreed that they thought about staying home from school because they were just too tired to go.
  • About 17 percent thought about transferring to another school.

Figure 2. Percentage of all K–12 school principals who agreed with statements about their position as a principal: 2020–21

Demographics and Other Characteristics of Principals in the 2020–21 school year

• All K–12 public and private school principals had an average of 7 total years of experience and an average of 5 years at their current school.
• Most principals (78 percent) were White, while about 9 percent were Black or African-American and 9 percent were Hispanic.^[2] Over half of all principals were women (57 percent),^[3] and 43 percent were White women (figure 3).
• The average age of all principals was 49 years old, and the median age was 48 years old.
• About 33 percent of all principals were younger than 45 years old, about 41 percent were between 45–54 years old, and 26 percent were 55 years or older.

Figure 3. Percentage distribution of all K–12 school principal sex by race/ethnicity: 2020–21

For more information about the National Teacher and Principal Survey, please visit https://nces.ed.gov/surveys/ntps/. More findings and details are available in the NTPS school, teacher, and principal First Look reports.

In NCES’s recently released Strategic Plan, Goal 3 identifies our commitment to foster and leverage beneficial partnerships. To fulfill that goal, NCES participates in multiple conferences and meetings throughout the year. Recently, NCES participated in the National Historically Black Colleges and Universities (HBCU) Week Conference. NCES’s presentation at this conference helps us to establish a dialogue with HBCUs and develop partnerships to address critical issues in education.

NCES Commissioner Peggy G. Carr kicked off the presentation with an overview of HBCU data—such as student characteristics, enrollment, and financial aid. Then, NCES experts explored how data from various NCES surveys can help researchers, educators, and policymakers better understand the condition and progress of HBCUs. Read on to learn about these surveys.

Integrated Postsecondary Education Data System (IPEDS)

Data from IPEDS can be explored using various data tools—such as Data Explorer, Trend Generator, and College Navigator—that cater to users with varying levels of data knowledge and varying data needs.

National Postsecondary Student Aid Study (NPSAS)

The National Postsecondary Student Aid Study (NPSAS) is a nationally representative study that examines the characteristics of students in postsecondary institutions—including HBCUs—with a special focus on how they finance their education. NPSAS collects data on the percentage of HBCU students receiving financial aid and the average amounts received from various sources (i.e., federal, state, and institution) by gender and race/ethnicity.

Conducted every 3 or 4 years, this study combines data from student surveys, student-level school records, and other administrative sources and is designed to describe the federal government’s investment in financing students’ postsecondary education.

Data from NPSAS can be explored using DataLab and PowerStats.

National Teacher and Principal Survey (NTPS)

The National Teacher and Principal Survey (NTPS) is the U.S. Department of Education’s primary source of information on K–12 public and private schools from the perspectives of teachers and administrators. NTPS consists of coordinated surveys of schools, principals, and teachers and includes follow-up surveys to study principal and teacher attrition.

Among many other topics, NTPS collects data on the race/ethnicity of teachers and principals. These data—which show that Black teachers and principals make up a relatively small portion of the K–12 workforce—can be used to explore the demographics and experiences of teachers and principals. NTPS provides postsecondary institutions, like HBCUs, a snapshot of the preK–12 experiences of students and staff.

Data from NTPS can be explored using DataLab and PowerStats.

National Assessment of Educational Progress (NAEP)

The National Assessment of Educational Progress (NAEP)—also known as the Nation’s Report Card—is the the largest nationally representative and continuing assessment of what students in public and private schools in the United States know and are able to do in various subjects.

Main NAEP assesses students in grades 4, 8, and 12 in subjects like reading, mathematics, science, and civics, while NAEP Long-Term Trend assesses 9-, 13-, and 17-year-olds in reading and mathematics.

Among many other topics, NAEP collects data on students by race/ethnicity. These data can help to shed light on students’ experiences, academic performance, and level of preparedness before they enroll in HBCUs.

Data from NAEP can be explored using the NAEP Data Explorer.

To explore more HBCU data from these and other NCES surveys—including enrollment trends from 1976 to 2021—check out this annually updated Fast Fact. Be sure to follow NCES on X, Facebook, LinkedIn, and YouTube and subscribe to the NCES News Flash to stay up to date on the latest from NCES.

By Megan Barnett, AIR

In part 1 of this blog series, we highlight the benefits and advantages of using federal education data for policymaking at the federal, state, and district levels. In part 2, we will explore the challenges of and opportunities afforded by using these data.

States, districts, and schools are inundated with requests for data. To manage the volume of requests and avoid overwhelming educators, many districts have established processes to vet and limit the number of surveys allowed in their schools and administrative offices. District clearance processes are also understandably meant to make sure everyone is in compliance with data privacy laws. NCES data collections are sometimes not cleared by district offices, which then means NCES is not allowed to contact schools or educators to learn from their perspectives or experiences.

Since many state or district policymakers prioritize local survey collections, federal surveys are occasionally rejected by district offices that are striving to keep from overburdening their educators with too many survey requests. Without district permission, NCES surveys won’t include the educators in those schools, meaning that those districts’ voices will be missing from the table when decisions are made. This is problematic for the entire education system for a few reasons.

1. Local data rarely reach federal policymakers. We know state and district decisionmakers derive a lot of value from state and/or district survey collections—since they’re designed to provide detailed local data—and do not always see value in federal data collection and reporting efforts. More localized data are critical to their day-to-day decisions. However, the presence of numerous state-run surveys—in addition to the myriad individualized district surveys that can exist within a single state—has begun to create a data silo where information remains frozen within a state or district system. Since NCES (and therefore the Department of Education and Congress) rarely receives data from state or local collections, these data sources cannot readily be used to generate national policies, which greatly limits opportunities for state and district systems to learn from each other. These data silos can, for example, impact the focus or breadth of federal grants or funding available for schools.
   
   Federal, state, and district education agencies serve different roles in the education sector but have mutually beneficial responsibilities that should complement and support one another. The solution isn’t to supplant federal data collections with local ones, or vice versa, but instead to supplement local collections with federal collections like the National Teacher and Principal Survey (NTPS) so education decisionmakers at all levels have access to necessary information to make good decisions for our schools.
    
2. Benchmarking and comparability are limited. Without federal data collections, it can be difficult or impossible for states, districts, and local policymakers to compare their schools and educators with those in other areas because of the lack of common focus and definitions across data collections. Even if the topics being collected are similar, individualized district or state surveys can differ widely in both content and wording.
   
   National data collections—like the NTPS—are excellent tools local policymakers should use when setting priorities on behalf of the students and staff in their state or district. Since the data from the NTPS are collected from educators in the same way across the entire country, they can be used to establish benchmarks against which local collections can measure themselves.
    
3. Lack of participation decreases the representativeness of storytelling. If districts do not approve NCES’s survey research applications, we are unable to reach educators in certain schools, which can limit the kinds of perspectives that are included in the data. To paint a true picture of the education landscape, our survey teams select districts, schools, and/or educators that are as representative of the education field as possible.
   
   Teachers and principals who participate in NCES studies are grouped in different ways—such as by age, race/ethnicity, or the type of school at which they work—and their information is studied to identify patterns of experiences that people in these different groups may have had. This is what makes our datasets representative, or similar enough to the demographics of the population to able to accurately reflect the characteristics of everyone (even those who aren’t sampled to participate).
   
   For example, the NTPS is designed to support analysis of a variety of subgroups, such as those by

• school level (i.e., elementary, middle, high, and combined);
   
• school community type (i.e., urban, suburban, town, and rural);
   
• teachers’ and principals’ years of experience in the profession; and
   
• race/ethnicity of teachers and principals (figure 1).

These diverse subgroups are critically important for both federal and local policymakers who want to make decisions using information that truly represents everyone in the field.

Figure 1. Percentage of K–12 public and private school teachers who reported that they have any control over various areas of planning and teaching in their classrooms, by school type and selected school characteristic: 2020–21 

NOTE: Data are weighted estimates of the population. Response options included “no control,” “minor control,” “moderate control,” and “a great deal of control.” Teachers who reported “minor control,” “moderate control,” or “a great deal of control” were considered to have reported having “any control.”
SOURCE: U.S. Department of Education, National Center for Education Statistics, National Teacher and Principal Survey (NTPS), “Public and Private School Teacher Data File,” 2020–21.

Larger datasets allow for more nuanced comparisons by school, principal, or teacher characteristics that aren’t possible in smaller datasets, allowing for more equity in national and local estimates and more distinct answers to key policy questions. But we need district-level support to provide these nuanced data.

Although the NTPS has a fairly large sample to support state representation, it still only includes a small percentage of all schools and educators in the country. Sampling is used to avoid collecting data from all systems, staff, and students, thus helping to limit overall respondent burden on our education system. For this reason, it’s important that all sampled schools and educators participate if selected. Since some districts also have formal review processes—through which a survey must be approved before any schools or educators can be contacted—it is also important that districts with sampled schools grant NCES surveys permission to collect data from their schools.

Both levels of participation will help us collect data that accurately describe a state or population. Otherwise, the story we are telling in the data is only augmenting some voices—and these are the experiences that will be reflected in federal policy and funding.

As the education sector strives to understand the needs of students and staff on the tails of the coronavirus pandemic, trustworthy data are only becoming more critical to the decisionmaking process. NCES datasets like the NTPS are critical resources that federal, state, and district policymakers can and have used for benchmarking strategic goals or conducting analyses on how a topic has (or hasn’t) changed over time.

The catch being, of course, that all data on the NTPS—and many other NCES surveys—come directly from schools, principals, and teachers themselves. These analyses and reports are not possible without district and educator participation. While it may seem counterintuitive that any one person could make such a large difference in federal education policy, the concept doesn’t differ from civic duties such as voting in federal or local elections.

By Maura Spiegelman and Julia Merlin, NCES

While federal, state, and district policymakers have used education data as the backbone of their policy and funding decisions for years, there’s nothing quite like a global pandemic to highlight the criticality of reliable data and illuminate the gaps in our collective knowledge. 

But where can policymakers find education datasets that are large enough for comparative or trend analyses while still specific enough to measure timely issues in local contexts? How can policymakers extract and interpret information from these education datasets? The National Center for Education Statistics (NCES) is a perfect resource for these data and information needs.  

Today, on Women’s Equality Day, we honor the many women who fuel the education sector with their dedication to our nation’s students! But, let’s also remember the many ways women are still striving to overcome inequalities in the workplace.

Women made up the majority of public school teachers (77 percent) and public school principals (54 percent) in 2017–18. While overrepresented in terms of public school positions, women were paid significantly less than their male counterparts.

Background Demographics

Compared to 30 years ago, women made up higher proportions of public school teachers and principals in 2017–18 than in 1987–88. According to data from the 1987–88 Schools and Staffing Survey (SASS), 71 percent of all public school teachers were women. By 2017–18, data from the National Teacher and Principal Survey (NTPS) showed the rate had increased to 77 percent. The percentage of female public school principals more than doubled during the same period, from 25 percent in 1987–88 to 54 percent in 2017–18. 

Historically, U.S. school buildings weren’t heavily populated by women. Nearly all teachers were men before “Common Schools”—the precursor to today’s public school system—were introduced in the late 1820s. As the education landscape shifted, so did the composition of the teaching workforce. By the 1890s, more than two-thirds (68 percent) of all public school teachers were women.¹ 

New Depression-era laws in the 1930s—which limited the number of adults in a family who were allowed to work in certain occupations—made it more difficult for married women to stay in the workforce, since a husband often earned more than his wife, even in the same position. Since female public school teachers were the most immediately recognizable example of this law at the local level, married women in education were direct targets of employment discrimination.² Consequently, the percentage of female teachers dropped from 81 percent in 1930 to 76 percent in 1940.³ Throughout history, this percentage continued to fluctuate as laws readjusted more equitably and more diverse jobs became available to women, although women have always represented more than 50 percent of the teacher workforce. 

The Gender Wage Gap: Teachers and Principals (2017–18 NTPS)

According to Bureau of Labor Statistics data, women are paid less than men in nearly all occupations. While the gap for public elementary and secondary teachers is smaller than the average, it still exists.  

History tells us that the gender wage gap in elementary and secondary education wasn’t accidental. In fact, it was specifically created to expand the reach of the public education system by Common School reformers who argued that the United States could afford to staff the proposed new schools by adding more female teachers, since schools could pay them less than male teachers.⁴

Patterns in teacher compensation from the 2017–18 school year show that the average base teaching salary of female public school teachers is less than that of their male counterparts ($55,490 vs. $57,453).⁵ Comparably, female public school principals also had a lower average salary in 2017–18 than did male principals ($96,300 vs. $100,600).

How does average annual salary vary based on teacher, principal, or school characteristics? (2017–18 NTPS)

Public school teacher and principal salaries are known to vary by several individual- or school-related characteristics (see figures 1 and 2).

For instance, there are fluctuations in teachers’ and principals’ average annual salary by age, years of experience, and highest degree earned. Salary increases often follow a predictable pattern: older, more experienced, or more highly educated teachers and principals generally earn higher salaries than their younger, less experienced, or less educated counterparts.

Educators are also paid differently based on where they work. Certain school characteristics, such as community type, school level, and school size, can influence teachers’ and principals’ average salaries. In 2017–18, the educators with the highest average annual salary worked in either suburban schools, high schools, or large schools with more than 1,000 enrolled students.