This sourcebook presents results of a recent case study of how principals are selected in American public school districts. Part 1 (chapters 1-3) describes and evaluates conventional selection practices in 10 randomly supplied school districts according to a five-step process: vacancy announcememts, selection criteria, applicant pools, screening, and employment decisions. These procedures as currently practiced do not do justice to the importance of the principalship, nor do they manifest any consistent likelihood of attracting or selecting the best qualified candidates. Chapter 3, "Pathways to the Principalship," provides case histories of five principals of varying competence, in order to illustrate the vagaries of the selection process from the applicants' perspective. Part 2 (chapters 4 and 5) describes three promising alternative procedures currently in use at five school districts: (1) assessment centers; (2) district operated internships; and (3) "exemplary" common practices. A comparative analysis follows, delineating the difference between the conventional practices described in part 1 and these alternatives. The essential advantages of the latter derive from sequential screening, which provides more objective, reliable, and comprehensive data for assessing applicants, so that appointments are based more on merit than on contingencies. The result is greater credibility for the selection process and a corresponding enhancement in prestige for the principal. Guidelines are included for developing or revising a principal selection procedure. (TE)