teaching competencies abbotsford school district bcssa, august 2015 marnie wright, carla danielsson,...

Teaching CompetenciesAbbotsford School DistrictBCSSA, August 2015

Marnie Wright, Carla Danielsson, Leigh Howard

Overview

• Demonstration: Hiring Without Competencies• What are Hiring Competencies?• Benefits of Using a Competency Model• Phase II: Supporting Employees to meet the

Standards, Performance Reviews

Demonstration: Hiring Without Standards

• Tell me about your approach to differentiating instruction?

Core Competencies

* All K-12 Teacher Require for Success

SpecialtyCompetencies

* Specialty Teachers Require for Success

Best Candidat

e

• Clear, defendable hiring decisions• Consistent hiring decisions • High standards allow for a new level of rigor• Create alignment of hiring and teacher

support and development• Hiring - not based on seniority

What are the Benefits?

• Principals• Teachers• Union Partners• Senior Management

Who Will Define What We Value About Teaching -> Involving Stakeholders

Defining Competencies:Table Time- 15 min

• Read through a deck competency cards.

• As a team, select the top 8 competencies you agree are most important for teachers

• Put those competencies on the top of your pile

Table Time- 10 min

• Find another other group in the room. Join them.

• In the new group, explain your top selections. Listen to the other partners and come to consensus on a new top 8 list

• When you have consensus, trade in one deck for your voting stickers

Building a Competency Model

• Using this process, we worked groups of teachers, Principals and union executive

• Clear patterns for competencies chosen by various groups

• Then the Principal working group defined each competency: “Hiring Standard” and the “Distinguished”

Principal Tools and Training: How to Use a Competency Model

• Trained Principals on effective hiring - particularly asking Behavioural Based Questions

• Requiring an example of based on recent experiences• Training Principals on how to use the standards• HR provided Principals with the training and a

database of questions

Demo: Hiring using the model

• Think about a student you have taught in recently. Tell me about a time when you differentiated instruction to meet that student’s unique needs?

Phase II: Supporting Teachers to Achieve the Standard

• Onboarding: Providing candidates with their Interview Assessment

• Training: Develop customized resources for each competency, offer training

• Tie mentoring to competency model• Performance Evaluation • Tracking outcomes hiring and look for trends