Chapter 10 Chapter 10 Staffing the SchoolStaffing the School

Recruitment, Selection, and Recruitment, Selection, and Termination ProcessesTermination Processes

Two styles of Two styles of Selection & RecruitmentSelection & Recruitment

Machine metaphorMachine metaphor Determined completely by central officeDetermined completely by central office Principal has “gatekeeper” role – confirming or Principal has “gatekeeper” role – confirming or

objecting to central office decisionsobjecting to central office decisions

Brain metaphor (*PREFERRED)Brain metaphor (*PREFERRED) Local school – teachers, principal, parents, students – Local school – teachers, principal, parents, students –

are decision makers in the selection processare decision makers in the selection process Central office has a supporting roleCentral office has a supporting role

Two questions thatTwo questions that determine staffing needs determine staffing needs

1. If you were not 1. If you were not allowed to fill the allowed to fill the vacancy, how would vacancy, how would you fulfill the you fulfill the instructional need instructional need created by the loss of created by the loss of the teacher?the teacher?

2. After reviewing your 2. After reviewing your school improvement school improvement plan, do you have plan, do you have proposed proposed improvements that improvements that suggest new personnel suggest new personnel or a different staffing or a different staffing pattern than the pattern than the existing one?existing one?

RecruitmentRecruitment

Good person descriptionGood person description (See figure 10.1)(See figure 10.1) Similar to a job advertisementSimilar to a job advertisement

Good position descriptionGood position description (See figure 10.2)(See figure 10.2) AKA a job descriptionAKA a job description

Federal Regulations to Prevent Federal Regulations to Prevent Employment DiscriminationEmployment Discrimination

Civil Rights Act, 1964Civil Rights Act, 1964 Equal Opportunity Act, 1972Equal Opportunity Act, 1972 Americans with Disabilities Act (ADA), 1992Americans with Disabilities Act (ADA), 1992

Prohibits discrimination against an individual with Prohibits discrimination against an individual with a disabilitya disability

Employers must make reasonable accommodation Employers must make reasonable accommodation in the workplace to enable the individual to in the workplace to enable the individual to perform fundamental job duties of a positionperform fundamental job duties of a position

Equal Employment Opportunity Equal Employment Opportunity Commission Act (EEOC)Commission Act (EEOC)

Unlawful to ask on a Unlawful to ask on a written application or written application or during an interview during an interview (pg. 210):(pg. 210): Complexion or color of skinComplexion or color of skin Anything regarding religion in natureAnything regarding religion in nature Sex, marital status, spouse information, or ages of Sex, marital status, spouse information, or ages of

childrenchildren Disabilities or diseasesDisabilities or diseases

May ask if any physical impairments would affect the May ask if any physical impairments would affect the ability to perform the jobability to perform the job

EEOC con’t.EEOC con’t.

ArrestsArrests May ask if they have ever been convicted of a May ask if they have ever been convicted of a

crimecrime Any previous name the applicant may have Any previous name the applicant may have

usedused May ask if they have worked for your organization May ask if they have worked for your organization

under a different name (e.g. a maiden name)under a different name (e.g. a maiden name) Birthplace or birthplace of spouse or parents; Birthplace or birthplace of spouse or parents;

birth date or certificate of naturalizationbirth date or certificate of naturalization

EEOC con’t.EEOC con’t.

Cannot require the applicant’s photograph Cannot require the applicant’s photograph before hiringbefore hiring

Whether the applicant or a relative is a citizen Whether the applicant or a relative is a citizen of a foreign countryof a foreign country You may ask if the applicant is a U.S. citizenYou may ask if the applicant is a U.S. citizen Intends to become oneIntends to become one Or if they have a legal right to be in the United Or if they have a legal right to be in the United

StatesStates

EEOC con’t.EEOC con’t.

The applicant’s native languageThe applicant’s native language You may ask which languages the applicant speaks and You may ask which languages the applicant speaks and

writeswrites Questions or information about the applicant’s Questions or information about the applicant’s

relativesrelatives Prior to employment, you cannot ask for the name of a Prior to employment, you cannot ask for the name of a

person to contact in case of emergencyperson to contact in case of emergency The clubs, societies, and lodges to which the The clubs, societies, and lodges to which the

applicant belongsapplicant belongs You may ask them to list organizations they feel are You may ask them to list organizations they feel are

pertinent to the jobpertinent to the job

The Selection ProcessThe Selection Process

ScreeningScreening Review the candidate’s application fileReview the candidate’s application file Compare the application with the personal Compare the application with the personal

descriptiondescription Discrepancy AnalysisDiscrepancy Analysis

Search the file for missing informationSearch the file for missing information Excluding dates of unfavorable past activitiesExcluding dates of unfavorable past activities Not listing appropriate reference sourcesNot listing appropriate reference sources Check for health and legal problemsCheck for health and legal problems

The Selection Process, con’t.The Selection Process, con’t.

Reference checkReference check Personal telephone contact with the previous Personal telephone contact with the previous

principalprincipal Obtain more information from a phone call than from a Obtain more information from a phone call than from a

written referencewritten reference Be careful in the manner in which questions are askedBe careful in the manner in which questions are asked Or answered, if you are called uponOr answered, if you are called upon

““If the person in question would seek a job in your If the person in question would seek a job in your school again, would you rehire him or her?”school again, would you rehire him or her?”

Red flag - if the answer isn’t extremely positiveRed flag - if the answer isn’t extremely positive

The Job InterviewThe Job Interview

Whenever possible, employment Whenever possible, employment recommendations should be based on the recommendations should be based on the group interactions of the principal and existing group interactions of the principal and existing staffstaff Interviews should be arranged to involve teachers, Interviews should be arranged to involve teachers,

department heads, and team members in the department heads, and team members in the processprocess

Staff members are also obligated to follow the Staff members are also obligated to follow the EEOC guidelines regarding appropriate questionsEEOC guidelines regarding appropriate questions

The Job Interview AgendaThe Job Interview Agenda

1.1. Establish the atmosphereEstablish the atmosphere open slowly and reduce anxietyopen slowly and reduce anxiety

2.2. Ask focused questionsAsk focused questions personal strengths and weaknesses, philosophy of personal strengths and weaknesses, philosophy of

education, “what if” questionseducation, “what if” questions

3.3. Be an active listenerBe an active listener ask open-ended questionsask open-ended questions

4.4. Share school information with the candidateShare school information with the candidate Children, school programs, school communityChildren, school programs, school community

The Job Interview Agenda, con’t.The Job Interview Agenda, con’t.

4.4. Close the interviewClose the interview Thank candidate for their time & opennessThank candidate for their time & openness Next steps in the selection processNext steps in the selection process When they might to hear from the schoolWhen they might to hear from the school

5.5. Write out your notesWrite out your notes Gather information from others involvedGather information from others involved

Team discussionTeam discussion ChecklistChecklist Other formatted method of recording perceptionsOther formatted method of recording perceptions

Probationary Status & Probationary Status & Orientation and Development of Orientation and Development of

New TeachersNew Teachers Most states have a 1-3 year probationary Most states have a 1-3 year probationary

period before a teacher receives tenureperiod before a teacher receives tenure

The principal is to be a teacher of teachersThe principal is to be a teacher of teachers Build a support system for all new teachers Build a support system for all new teachers

(ideas for support on pgs. 214-215)(ideas for support on pgs. 214-215)

Teacher TenureTeacher Tenure

In most states tenure is simply a statement of In most states tenure is simply a statement of the guarantee of due process assuring exercise the guarantee of due process assuring exercise of academic freedom for the teacher by of academic freedom for the teacher by allowing dismissal only for specific causes allowing dismissal only for specific causes listed in the tenure law. listed in the tenure law.

Teacher Tenure, con’t.Teacher Tenure, con’t.

Misconceptions with Tenure…it is often Misconceptions with Tenure…it is often believed that tenure is a guarantee of a job believed that tenure is a guarantee of a job from which dismissal is all but impossible. from which dismissal is all but impossible. THIS IS NOT TRUE!!!!THIS IS NOT TRUE!!!!

Currently with the broadened decision making Currently with the broadened decision making by courts, probationary teachers are now by courts, probationary teachers are now guaranteed many of the same due process guaranteed many of the same due process rights afforded tenured teachers in the past.rights afforded tenured teachers in the past.

Involuntary TerminationInvoluntary Termination

This section talks about how a “bad “ teacher This section talks about how a “bad “ teacher can be fired through due process. They have can be fired through due process. They have all the rights as other teachers. If they don’t all the rights as other teachers. If they don’t get dismissed it’s usually a reflection of how get dismissed it’s usually a reflection of how the district handled the process. Even though the district handled the process. Even though the teacher should be fired if the district has the teacher should be fired if the district has improper procedure the teacher can keep their improper procedure the teacher can keep their job. job.

Preparation for DismissalPreparation for Dismissal

Should never be made quickly!Should never be made quickly! Before deciding to not rehire a first year Before deciding to not rehire a first year

teacher it should be decided 3 to 4 months teacher it should be decided 3 to 4 months before the new contract comes out.before the new contract comes out.

To fire a tenure teacher with the firing holding To fire a tenure teacher with the firing holding up in court, it often takes two to three years of up in court, it often takes two to three years of documented poor teaching.documented poor teaching.

Poor personnel records and poor evaluation Poor personnel records and poor evaluation procedures are common in school districts.procedures are common in school districts.

Due ProcessDue Process

Teachers must be given timely notice of the decision Teachers must be given timely notice of the decision not to rehire.not to rehire.

A certified is the best way of assuring a record of A certified is the best way of assuring a record of such notification.such notification.

Employees must be informed that they have the Employees must be informed that they have the opportunity for and the right for a hearing.opportunity for and the right for a hearing.

The hearing time, date, and place should be stated in The hearing time, date, and place should be stated in the letter.the letter.

If the teacher is tenured, the letter should also include If the teacher is tenured, the letter should also include the specific causes or changes for dismissal. the specific causes or changes for dismissal.

Appropriateness of EvidenceAppropriateness of Evidence

Evidence should be firsthand, factual, and Evidence should be firsthand, factual, and documented accurately with appropriate dates. documented accurately with appropriate dates.

The important to remember is to record facts, The important to remember is to record facts, not opinions, and to do this in a timely fashion.not opinions, and to do this in a timely fashion.

Equal RightsEqual Rights

Things to think about…employee treated fairly Things to think about…employee treated fairly and nondiscriminatory manner? Were all and nondiscriminatory manner? Were all employees treated the same? Were duties and employees treated the same? Were duties and assignments fair? assignments fair?

Keep monitoring and teacher files equal, don’t Keep monitoring and teacher files equal, don’t make it look as if you are out to get a certain make it look as if you are out to get a certain teacher.teacher.

Efforts to Help the TeacherEfforts to Help the Teacher

Was there adequate supervision of a helping Was there adequate supervision of a helping nature developed? Was there enough time nature developed? Was there enough time given to improve effort? given to improve effort?

A teacher who knows that school officials are A teacher who knows that school officials are well prepared most often will not request a well prepared most often will not request a hearing and will just resign.hearing and will just resign.