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Using Authentic Assessmentin your Hiring Process
David G. Title, SuperintendentBloomfield Public SchoolsBloomfield, CT
AASPA Annual ConferenceHartford, ConnecticutOctober 13, 2009
An Effective Selection System:
Maximizes the probability that the best qualified candidate will be offered the position.
Is Criteria Driven Is Systematic and Consistent Is Legal Is Comprehensive
An Effective Selection System:
Uses well-trained screeners/interviewers– Could be a variety of individual roles
Treats all applicants with respect (first impressions are critical)
Includes appropriate and thorough background checks (not discussed here)
Benefits of an Effective Selection Process
Greatest chance that the most-qualified applicant in the pool has been offered the position
Security of knowing that a criteria-driven system, systematically applied, has the best chance of withstanding legal challenges
Provides a more forceful shield from political challenges
Best Return on Recruiting Investment
Steps in a Comprehensive Selection System:
Identify openings Identify criteria Rate applications to identify who is invited to initial
in-person screening (Ten minute interview option) Select & train screening committee members Set up and conduct the first in-person screening Identify candidates for second screening, including
demonstration lesson, writing and follow up interview.
Steps in a Comprehensive Selection System:
Make hiring decisions Notify successful candidates by telephone as
soon as possible Notify unsuccessful candidates in writing as
soon as positions are filled Conduct debriefing session with selection
team members (what happened and why)
“Yeah, but it takes too long”
Time does matter Do the whole process but do it quickly Number of applicants determines how long
the process will take How much time will it take to remediate the
problem if you use sloppy hiring practices? A comprehensive process demonstrates a
seriousness of purpose to top candidates
Conditions Necessary for Successful Implementation
Support of the Superintendent Board of Education Support (no cronies) Volunteers from among staff and others A designated leader for each search See Handout “Duties of the Selection Team
Leader”
A Criteria Driven Process
What are the skills and characteristics needed in the ideal candidate for this position?
Usually done by administration Drives rest of process Legal protection and good practice Customized to each position and/or school (not
generic) May be objective or subjective When you do not select criteria……..a mess! Activity: Set Criteria for a Position
Assessing Criteria
Use of Rating Sheets by position Some can be determined by paper screening Some can be assessed in the interview Some need authentic assessment, including
teaching a demonstration lesson. Activity: Assessing the criteria
Advantages to Process
There is a system that is consistently applied to all applicants even if decentralized
Individual whims of selection team members are minimized in favor of criteria-based judgments
Clear, established ground rules are easier to follow YOU ensure the system is followed consistently
Training the Selection Teams
How to conduct an interview Legal issues in the hiring process How to write interview questions Role of the site based team vs. role of the
central office & Human Resources Role of each individual on the team Establish ground rules such as confidentiality Voting vs. consensus
Follow Good Interview Procedures
All candidates are asked same set of predetermined questions
Everyone assigned questions and order Assigned greeter and introducer Run on time Make eye contact; take notes; use names; smile See Handout “The Interview” and “Do’s and Don’ts of
Interviewing” Activity: Advantages/Disadvantages of Interviews
Good Interview Questions
Are relevant to the pre-established criteria for the position
Maximize use of allotted time (non-trivial) Help distinguish among candidates Open-ended with no implied correct answers Provide new information not available
elsewhere Legal (see handout “20 Questions to Avoid”)
Why use Authentic Assessment?
Limitations on paper screening and traditional interviews
Link back to the criteria established for the position
Teachers will never interview with us again after they are hired (probably)
Helps withstand political pressures
Sample of Authentic Assessments
Scenarios Case studies Simulations Evaluate student writing samples (could be
sent in advance)
Samples of Authentic Assessments
Video analysis (principals, writing station) Prepare a talk (principals; advance) Unit Design (secondary) In Box activity (principals) Logistics – the Round Robin Activity: Share authentic assessments
Why The Demonstration Lesson?
Limits of paper screening and the traditional, structured interview
Interview questions become targeted to specific, observable behaviors
We hire people to teach students, not interview with adults
Local political pressures are more easily withstood
Teaching a Demonstration Lesson
Lesson of your choice Stay within the time limits (30 min max) Bring a lesson plan Tell candidate grade level and number of students Candidate may call principal or teacher Process lasts two hours, including writing a reflection
on the lesson (explain all parts) Activity: Share practices with demo lessons
Benefits of an Effective Selection Process
Meaningful involvement of staff and/or others in the school system without ceding too much control
Allows for a decentralized system of hiring while still maintaining control of a quality process
Eye opening experience for participating teachers – Could I do as well?
Most importantly, it gives you the best chance of hiring the best candidate!
You believe the time is worth it; otherwise, adjust!
Contact Information:
David G. Title
Superintendent of Schools
Bloomfield Public Schools
Bloomfield, Connecticut 06002
(860) 769-4211
www.bloomfieldschools.org