strategies to recruit, hire and develop the best teachers for your district

Web Seminar for K12 Leaders

Strategies to Recruit, Hire and Develop the Best Teachers for Your District

The web seminar will start promptly at 2 p.m. ET. There will be no audio until the presentations begin. Thank you.


Kurt Eisele-DyrliWeb Seminar Editor

District Administration

David BuckSuperintendent

Wright City R-II (Mo.) School District

Jennifer HindmanAssistant Director, School-

University Research NetworkThe College of William & Mary

Author, Effective Teacher Interviews

Mary ClementDirector, Center for

Teaching ExcellenceBerry College

Web Seminar for K12 LeaderslobbyWelcome!

The Web Seminar will start shortly.There will be no audio until the presentations begin. Thank you.


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Housekeeping

Don’t see a panel?Click the “expand panel” triangle in front of the panel name.

No computer speakers? Prefer to listen privately?Dial the phone number and access code posted in the Chat

window at right.

For technical support:Use the Chat panel at the right of your screen. Direct your query

to the event Host.

To submit a question to our panel:Use the Q&A panel at the right of your screen. Send your question

to All Panelists, the default option.

Want to download a copy of our speakers’ slides?All attendees will get an email with a link for downloading the

slide decks after our presentation.


2 million dollar decision

Recruit

Review

Interview & Hire

Induct

Develop and Retain

Sources of Applicants• District website (electronic application)• Social Networking• Internal Posting• Advertisement (e.g., print, TV, web ads)• Former Employees (e.g., retirees, PT)• Colleges and universities• Professional organizations• Employment agencies• Networking-employee referral, colleagues in other districts• Other sources

– Sent in (electronic, paper inquiry)– Walk-in

Recruitment is in the Ongoing Details

• Have a digital presence that is positive and informative

• Be strategic in who recruits at job fairs• Follow-up with promising prospects• Stay connected to applicants-make sure that

electronic application systems confirm when the application is submitted.

• Ensure that the interview site is welcoming

Review the Applications• Prioritize and sort for desired credentials• Consider using a credential screen

• Mix up the application review

Score of 20 or Above - Code with “R” Recommended for Interview Score of 19 or Below - Code with “D” Do not Interview * *Applicants without teaching experience who have completed or are in the final semester of a teacher training program, including student teaching, and who have maintained a minimum GPA of 2.50 should be recommended for a screening Interview Code with “N” to indicate the applicant is new to the profession. A

pplic

ant’s

Nam

e

1. Current License in area seeking employment or completed teacher preparation program and awaiting license (15 points)

3. GPA in BA Degree (3.0 and 3.4 = 1 point, 3.5 or higher = 2 points) 4. Graduate Degree (1 point if earned) 5. Degree in major teaching area (1 point) 6. Student Teaching (1 point) 7. Teaching Experience (1 point per year for up to 4 years) 8. Coursework/experience with instructional technology (1 point) 9. Coaching/extra curricular experience (1 point)

10. Critical needs area with major in subject (Y for Yes and N for No) Total Points

Recommendation for a Follow-up Interview Code

73% of US Principals surveyed had not received interview training from their school system.

Hindman & Stronge, 2009

Quick decision making

74%

17%9%

> 1 Hr6-60 Min< 5 Min

How long does it take interviewers to make a decision about the suitability of the candidate?

Did You Know?First impressions are based on:• Appearance (55%)• Way someone speaks (38%)• Words they use (7%)

Hindle, T. (1998). Interviewing skills.

Further, linguistics research has, “confirmed that people often draw conclusions about a speaker’s intelligence, education, and other personal characteristics solely on the basis of how the speaker sounds without much other evidence.” Hudley & Mallison (2011). Understanding English Variation in U.S. Schools, p. 2

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRw&url=http://lisamaileseminars.com/main.php?menu%3D1&ei=b5GHVfjTDougNo_1k4gB&psig=AFQjCNHvWuV-nEmAkpooTGq4w0q7ciOzIA&ust=1435034314924551

Which question will give you the best information to make an informed decision?

A. What is your philosophy of education?

B. What is difference between formative and summative assessment?

C. What would you do if a parent came to your classroom multiple times for impromptu conferences before and after school hours?

D. Think of a test you constructed. First, tell me about the assessment’s construction and second, how you know that it accurately measures your students’ learning.

Opinion

Fact

Situational/ Hypothetical

Behavior-based

From: Hindman, J. H., (2014). Effective Teacher Interviews. ASCD: Alexandria, VA. (p. 4)

What do you think the research says about taking interview notes?

A. Decide whether to take notes or notB. Always take notesC. Do not take notes

Make notes legible

Paraphrase/quote the candidate

Avoid using symbols or exclamations (e.g., Yes!)

How should we determine the criteria for good answers?

A. Self-determined approachB. Check boxesC. Behaviorally anchored rubric

Unsatisfactory Growth Area Proficient ExemplaryIn addition to meeting the proficient response…

The applicant’s response has significant concerns about how to construct a valid and reliable assessment.

The applicant describes a reasonable test construction process; however, has a limited connection to student learning.

The applicant discusses how a valid and reliable assessment was constructed and student performance analyzed.

The applicant connects the instruction and assessment components, articulating how they aligned to the curriculum.

From: Hindman, J. H., (2014). Effective Teacher Interviews. ASCD: Alexandria, VA. (p. 17)

How much structure is optimal for the interview?

A. Structured – everyone gets the same questions

B. Semi-structured-have a framework for the interview

C. Unstructured-engage in conversation

Quick Start for Interview Team Training• Before the team comes:

– Invite team members and share their role-include a job alike peer– Have them read the position description & interview

• When the team assembles:– Consider an opening activity as a team– Emphasize the necessity to maintain confidentiality– Determine how who asks the questions– Share what makes for useful vs. non-memorable notes– Review examples of what is legal and not legal to ask

• When the interview series ends-- Remind the team of confidentiality-- Make sure to thank the team

https://www.youtube.com/watch?v=ac9w0rKTRPM

Leveraging the Interview Research to Build the InterviewDetermine the interview items based on the job description

Review item distribution

Construct an interview protocol with:• Structure• Behavior-based items• Note-taking space• Anchored-rubric

Consider using a performance component to assess specific position responsibilities

Recruiting with Advertising

• Millennials are the new generation of teachers.

• When recruiting Millennials…• They want timeliness in applications to hiring.• They want to feel appreciated – wooed and

wowed.

Communicate

• Have very clear job advertisements. Stress how their work will be appreciated/valued.

• Communicate when applications arrive; when applications are complete.

• Give applicants a timeline for interviewing and for decision deadlines.

Recruitment Impacts Retention

• Those who stay have expectations met.

• Millennials seek a rationale for everything.They seek teams, belonging, strong reinforcement, and positive feedback. Stress how this is provided to recruit in ads and interviews.

For Example

• Anytown School District provides a team-oriented atmosphere for teachers, with supportive supervision practices. Seeking teachers for ………

• Of course, you must also do those things!

Information-Rich Recruitment and Hiring

• The ad is filled with information. • Preliminary interviews give a clear and

accurate picture of the job.• Follow-up, on-site interviews are information

rich and let candidates know they will be valued in the system.

Interviews are a way to recruit

• Use behavior-based interviewing (BBI)

• Past behavior is the best predictor of future performance.

• Questions, with an evaluation tool, are written and used with each candidate.

Practical Interview Questions

• BBI-style interviews start with stems:• How have you, what has been your experience

with, tell us about, describe your experience with, or tell about a time when…

• Add the teaching topics:• Planning, standards, delivery of instruction,

management, assessment, differentiation

For a Preliminary Interview• Tell about your best teaching experience.• Describe how you have planned lessons.• What have you done for positive classroom

management?• How have you met the needs of diverse

students?• Tell about how you have communicated with

students and families.

Questions that Recruit Candidates

• We have an hour a week for grade-level collaboration/planning. Tell us about your experience planning with others.

• We have seen a significant growth in test scores with program X. How have you prepared students for mandated testing?

Know the Answers You Seek

• Multiple interviews help determine teacher effectiveness.

• Each interviewer needs to know what to ask, and how to evaluate.

• Know what to listen for; determine that in advance.

How to Listen

• PAR: Problem, Action, Result

• STAR: Situation, Task, Action, Result

• If the candidate has the experience, and can articulate it, they should be able to replicate it when hired.

Evaluation

• Use a numeric system – 1 to 5• Use a system of unacceptable, acceptable,

target

• Use the data you gather! Don’t revert back to a “gut feeling.”

Keys to Remember

• Interviewing is always a two-way street.

• Everyone who interviews must be trained to do so.

Each district and school needs a blueprint for how to hire effective teachers. Use your plan!

Who Am I?• David Buck @ShowMeBuck [email protected]

– Masters = Curriculum and Instruction– Ed. Spec. = Educational Leadership and Policy Analysis– Doctorate = Educational Administration (Dissertation on Finance)

• Married to 1, Father to 3!

• 20 years in education

• 7 years at Missouri Scholars Academy (Governor’s School)

• 10 years with Missouri Leadership Academy

• Trainings include Data Team Trainer, Kolbe Trainer, Cognitive Coaching

mailto:[email protected]

Wright City R-II School District• Suburban / Rural district 45 miles west of St. Louis

• 20% minority

• 56% Free / Reduced Lunch

• 96.1% on 2014 and 2015 Missouri Annual Performance Report

• Current winner of the Missouri School Boards Association’s Human Organizational Capital Award

Context• In 2010, we ranked 499th out of 522 Public School Districts in

Missouri!

• Since, we are the most improved school district in the state of Missouri!

• Based our Positive Action for Wildcat Success (PAWS) Plan on:– Student Engagement– Rigor in Assessment and Instruction– Data to Action

The Usual

• We on board folks the typical ways:

– Before school extra days for orientation

– 2 year mentor program

• But…

Summer Workshops for Onboarding

• All K-12 attend Kagan Training

• All 6-12 attend Common Assessment Training

• Each building has early out Wednesdays that they utilize for onboarding of building initiatives.

• Plus, we have an ongoing series of full day PD throughout the year called Teaching New Teachers…or TNT!

TNT• 4 Districts participate (Winfield, Montgomery County, North Callaway and

Wright City)

• We have a full day in September, October, November, December

• We model good instruction techniques as we teach…often stepping back for a balcony view.

• We try to instill as many research based best strategies as possible. Instructional and classroom management!

• We do a book study.

Experimental Education

• We also try to incorporate EE’s into each session…giving a 3rd object experience that they feel what it is like to experience frustration, success, satellite conversations…etc. Then build teaming skills.



Q&A

(Please stay tuned following the Q&A session for additional slides with important resources and Web seminar archive access information.)











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strategies to recruit, hire and develop the best teachers for your district

Recruiting & HR