School Personnel Development Human Resources Management for Effective Schools

1. School Personnel DevelopmentHuman Resources Management for Effective Schools EDLD 616 Chapter Four Educational Leadership School Personnel Development EDLD 616

2. Information About Applicants • Application Form • How many references are required • Should they submit written references • Are transcripts required • Should be developed for ease of completion and easy of reading Educational Leadership School Personnel Development EDLD 616

3. Job Applications • Generic Job Application • On-Line Application Educational Leadership School Personnel Development EDLD 616

4. Age No Where did you grow up? No How many times have you been married? No Have you ever committed a felony? Yes Have you ever been fired? Yes Have you ever been accused of a felony? No Have you ever had a bad evaluation? Yes What Questions Can You Ask? Educational Leadership School Personnel Development EDLD 616

5. Race or Ethnic Background Religion Sex Age Weight Marital Status Number or Age of Children Questions about the applicants spouse or S.O. Are you the principal wage earner Will you need to obtain child care Do you have any disabilities Questions to Avoid Educational Leadership School Personnel Development EDLD 616

6. Certification • South Carolina • http://www.scteachers.org/cert/index.cfm • North Carolina • http://www.dpi.state.nc.us/employment/ Educational Leadership School Personnel Development EDLD 616

7. Alternative Certification • Little evidence to prove that there is much difference in teaching success • High attrition rate in teachers that have alternative certification Educational Leadership School Personnel Development EDLD 616

8. Transcripts • How much weight to do you give to transcripts? • Can you ask questions about transcripts Educational Leadership School Personnel Development EDLD 616

9. References • Why would people be reluctant to give an applicant a reference? • If you don’t want to recommend a person, what do you tell someone who asks • How can you avoid litigation in responding to questions about a person that has used you for a reference Educational Leadership School Personnel Development EDLD 616

10. Competency Tests • What do you think? • What parameters should the test possess • How much wait would you give to the test results • Could test scores be used as a tool to discriminate against a group or individual • Why shouldn’t candidates be rank-ordered on the basis of test scores Educational Leadership School Personnel Development EDLD 616

11. Background Checks • National Sex Offenders Public Registry • http://www.nsopr.gov/ • Be careful to not confuse accusation for conviction! • What types of background checks would you use? • Who would you check? Educational Leadership School Personnel Development EDLD 616

12. Applicant Affidavit • I have not at any time pleaded guilty to or been convicted of any of the acts listed below, and I have never been terminated from a position or threatened with termination for committing any of these act: • Rape or Sexual Assault • Drug or Alcohol Abuse • Sexual Harassment • Molesting or sexually exploiting a child • Indecent exposure • Have you ever been accused of any of these action?_______. If yes, explain below the circumstances and disposition of the charges. • Date: _________Signature:_____________ • Date: __________Witness:______________ Educational Leadership School Personnel Development EDLD 616

13. Identifying Motivators What are the questions that you might ask to determine the motivation of a teaching applicant? Educational Leadership School Personnel Development EDLD 616

14. Name:__________ Educational Leadership School Personnel Development EDLD 616

15. Rating the ApplicantDevelop a “Likert” Scale • Rate the applicant from 1 (low) to 5 (high) on each item • Knowledge of subject matter 1 2 3 4 5 • Oral communication ability 1 2 3 4 5 • Enthusiasm for teaching and learning 1 2 3 4 5 • Maturity of Judgment 1 2 3 4 5 • Ability to motivate students 1 2 3 4 5 • Choice of instructional methods 1 2 3 4 5 • Relationships with parents/co-workers 1 2 3 4 5 • Belief in students’ ability to learn 1 2 3 4 5 Educational Leadership School Personnel Development EDLD 616

16. Knowledge of subject matter 1. 2. 3. 4. 5. 6. 7. Educational Leadership School Personnel Development EDLD 616

17. Oral communication ability Educational Leadership School Personnel Development EDLD 616

18. Enthusiasm for teaching and learning Educational Leadership School Personnel Development EDLD 616

19. Maturity of Judgment Educational Leadership School Personnel Development EDLD 616

20. Ability to motivate students Educational Leadership School Personnel Development EDLD 616

21. Choice of instructional methods Educational Leadership School Personnel Development EDLD 616

22. Relationships with parents/co-workers Educational Leadership School Personnel Development EDLD 616

23. Belief in students’ ability to learn Educational Leadership School Personnel Development EDLD 616

24. Explain the Following:Contrast Effect Educational Leadership School Personnel Development EDLD 616

25. Halo Effect Educational Leadership School Personnel Development EDLD 616

26. Negative Information Educational Leadership School Personnel Development EDLD 616

27. Confirmation Bias Educational Leadership School Personnel Development EDLD 616

28. Social Merit Educational Leadership School Personnel Development EDLD 616

29. Types of Interviews • Screening Interview • Who is this with • What is the purpose • Selection Interview • Who is this with • What is the purpose Educational Leadership School Personnel Development EDLD 616

30. Selection Interview Questions • “I’d like to hear more about your thinking on that subject” • “I’m not sure what you have in mind” • “Why do you believe that way” • “Could you elaborate” • “Would you describe that in more detail” • “Tell me more” Educational Leadership School Personnel Development EDLD 616

31. Critical Incident Interview • Lets develop some examples of this- • There will be six groups of 4 • One group will develop a Critical Incident and the two groups will develop a Benchmark Response to the incident • Rotate this until each group has developed a critical incident. Educational Leadership School Personnel Development EDLD 616

32. Name:___________________The text suggests that interviewers need to be somewhat skeptical of applicants' answers in order to be effective. Tell whether you agree or disagree and explain your reasons. Educational Leadership School Personnel Development EDLD 616

33. Name:_____________________________A number of states now require students preparing to teach to take and pass a standardized examination covering subject matter knowledge and/or professional knowledge. What are the advantages of such tests? Do you believe that a candidate who has passed such a test should be regarded as qualified to teach? If not, what other information about the candidate would you need? Educational Leadership School Personnel Development EDLD 616

34. Name:___________________ • The most reliable indicator of future behavior is • how a person behaved in a similar situation in the past.  • what a person says he/she will do in a given situation.  • a person's personality type.  • a person's level of education. Educational Leadership School Personnel Development EDLD 616

35. Name:__________________ • In a critical incident, benchmark responses are used • to encourage applicants to consider all aspects of the problem.  • to provide clues for the applicant.  • as a test of applicants' ability to recall events.  • as guides for scoring applicants' Educational Leadership School Personnel Development EDLD 616

36. Name:____________ • It is not advisable to use test scores for hiring purposes unless • all applicant agree in advance to the test's use.  • the test was administered under standard conditions to all applicants  • the applicants are equally well qualified on all other selection criteria.  • the test accurately predicts performance on the job which the individual is being considered. Educational Leadership School Personnel Development EDLD 616

37. Principal Heath is new to the job at Winthrop Heights Elementary School. She has begun her job in the summer prior to her first year as the educational leader of the school. The Superintendent has informed her that the school has been suffering from a very poor public image, and that many of the patrons believe that the school is the lowest performing in the school district. Ms. Heath has the job of employing three teachers prior to the beginning of school. She has not had the opportunity to form a teacher committee to help with the interviews, so the task of employment is entirely up to her. It is late in the summer, so the candidate pool is fairly low. She really needs to employee two veteran teachers and one novice or fairly inexperienced teacher. However there are only three candidates that meet these criteria. One of the candidates is named Mrs. Ball. Mrs. Ball is the wife of the editor of the local newspaper. He has called Ms. Heath on two occasions and asked her to please give strong consideration to employing his wife. Mrs. Ball has a reputation of being a great teacher with parents praising her efforts, however, just been released from her last position for being inefficient in the classroom and insubordinate to the principal. If you were Ms. Heath would you employee all three applicants? Case Study #1 Educational Leadership School Personnel Development EDLD 616

38. Name:________ Educational Leadership School Personnel Development EDLD 616