As the OECD project on school leadership suggested, career development prospects as well as salary scales for school leaders that are separate from teachers’ salary scales and that reflect leadership structures and school-level factors may help attract high performing leaders to all schools (Pont et al., Using appraisal results to inform career advancement may help make appraisal for accountability more effective and meaningful. It is, however, important to bear in mind that research on the effects of such systems that tie appraisal to career advancement is scarce. This requires reliable indicators and clear appraisal aspects and criteria, training for evaluators and due consideration for the context in which a school leader works. Depending on the country context, this refers to concepts such as the school principal in Australia, Canada and the United States or the headteacher in the United Kingdom and Ireland.