1. December 2, 2014 BY Glenn Maleyko, Ph.D Executive Director of Staff and Student Services And Rob Seeterlin, Director of Human Resources Instrutional Wendy Zdeb-Roper MASSP. A few of the slides are based on a presentation by Jim Gullen Oakland Schools at the MIEM conference in Lansing on February 29th, 2012. The video protocol is based on work by Wendy Zdeb-Roper MASSP. Some of the Slides are also based on the Danielson iobservation training (Pam Rosa) from WCRESA on April 3rd and 4th.

2. Staffing and Interviewing Staffing Process - Starts in March Student number projections = Staffing allocation per building Current Year Staffing Return from leaves Retirements, leaves and resignations Projected Class Schedule Needs - Certifications & Endorsements Departmental v General Ed Determinations Teacher Evaluation An Attendance Factors Surplus - Transfers Layoffs Vacancy - Transfers Vacancy - New Hires Requisition to Hire

3. Interviews and Selection 1.We are all recruiters. We need the most and best candidates to apply online. 2.Use Applicant Central to screen and select for interviews - 3 or more candidates 3.Do not discriminate or ask inappropriate questions that look like you do 4.Know what you need - Interview team may develop a list A.Subject matter strengths B.Multiple certification C.Special Skills/Preferred but not required D.Work ethic E.Student Centered F.Empathy G.Personable H.Compassionate I.Good Communication J.Maturity K.Passion L.Beliefs Regarding Diversity

4. 5.Questions - Get them to tell their story - A.What have you done to prepare yourself B.What would you do in a particular situation - pet died C.What do you do if students are having difficulty understanding your instruction D.Should you be held accountable for student growth E.Tell me about your best lesson F.Our School Improvement Plan Identified X as a critical issue how can you help us with that. - Test their knowledge and research for YOUR job. G.As a classroom teacher how would you handle a parent complaint about teaching the common core standards? 6.Classroom Teaching Demonstration

5. 7.Reference Checks A.If possible get a most recent performance evaluation B.If they don’t want you talking to their current supervisor get a reason why C.Talk to “professional” references - do they really know them? i.Would the candidate be a good fit for the position? Why? ii.If they are offered the job, what area would the candidate need more training or experience in - weakness iii.What skills or strengths would this candidate bring to XXX school? Recommendation to Hire

6. Dearborn Hiring Practice Process outlined on the website. Applicants apply through applicant central website Principals have a vacancy and fill out a requisition. Principals conduct interviews. All potential teacher candidates must be observed teaching a lesson.

7. Hiring Continued Recommendations come into Human Resources We conduct a final interview process which includes ability to legally work, criminal checks, background checks, and other new hire documents. All teachers complete a writing samples We also go to job fairs to recruit teachers.

8. Questions

9. DFT Layoff and Recall Formula (A new policy that we developed) There is a sequential order to the ranking system 1. Evaluation ratings. (Ineffective, minimally effective, effective and highly effective).

10. 2. Plan III teacher level of implementation (only applies to teachers plan III Improvement Plan). 3. Discipline-suspension over 5 days. 4. Employees with severe attendance problems on step 6 of the absence verification procedure. Layoff and Recall Formula Continued

11. 5. Attendance calculation over a two-year period. 6. Attendance at Professional development. 7. Discipline involving less than five days of suspension. 8. Seniority

12. DFT Placement Policy and Guidelines Teachers can apply for transfers Administrators will review resumes for potential candidates There will be several performance and qualification criteria for selection of specific assignments

13. DFT Placement Policy and Guidelines Continued Teachers will have to interview for potential transfers and will need to be accepted by building administrators/ interview committees The Superintendent has the right to realign staff in the best interest of students and the school program

14. Any employees rated ineffective will not have recall rights. Summer School Placement will now be based on a formula that involves performance and attendance

15. ADSA Layoff, Recall, and Placement Formula Not much has changed from the contract. We kept most of the language. There are criteria when considering layoff similar to the policy with the DFT but they are evaluated as a whole vs. a sequential process. This is similar for the placement policy and guidelines for administrators.

16. Administrative Hiring Get involved at the building level, district level and beyond. People on the committee should know you already Give presentations before colleges Go above and beyond the call of duty to be recognized.

17. Admin Hiring Process 1. Posting and Applying 2. Screening committee 3. 1st Set of committee interviews and written portion (Usually 3-4 committees)

18. New Process that we are Implementing with Admin Hiring The Position is posted for two weeks statewide. There is a papercut screening process involving the Superintendent, Executive Directors, Directors, and Principal if applicable. Candidates that pass the papercut screening process will receive an interview before the Administrative Committee. The Administrative committee includes cabinet members and ADSA members.

19. When filling central office coordinator positions a combined committee including staff and parents may be convened in place of an Administrative Committee. The administrative committee (or joint committee if applicable) recommends final candidates using the following process: Elimination Prior to Discussion-- Eliminate candidates based on 100% consensus. If one committee member wants to discuss a candidate then they are not eliminated. Have a discussion regarding the remaining candidates. After discussion have an additional elimination opportunity if anyone has changed their mind.

20. All committee members rank candidates. Each committee member must rank and vote on each remaining candidate. Recommend 2-4 candidates for final interviews pending the analysis of recommendation data.

21. Admin Hiring Continued 4. Second level of interviews (Superintendent level). Recommendations to the board of education. Process subject to changes and modifications.

22. Final Candidates will receive an interview before a parent committee and staff committee. Staff committee members are selected by union heads DFSE, DFT and DSOEA. Parent Committee members are selected by the Building Principal, if in place, along with the PTA or recruited by other parent leadership clubs. For High School positions a student committee may also be convened. Parent, staff and student committees shall rank and recommend candidates from first to last. Unless there is a unanimous ranking of candidates, all committee members will rank candidates individually. Human Resources will tally the scores and rank candidates accordingly. 7 Final Candidates are interviewed one on one by the superintendent.

23. 8. Superintendent makes a recommendation to the Board of Education.