1. PAUL WIRTZ, NKU; THE HIRING PROCESS MICHAEL CHIRICHELLO, NKU; ASSESSING LEADERSHIP CAPACITY KELLEY RANSDELL, NKU; ED.D. CANDIDATE AND FAYETTE CO. ADMINISTRATOR MARK WASICSKO, NKU; STUDENT ADMISSION PROCESS A decade of implementing research- based disposition instruments: 2010 series

2. Brought Perceptual Theory perspective on disposition to Kentucky  EKU  NKU  Dispositions Symposia M. Mark Wasicsko, Ph.D. Dean and Bank of Kentucky Endowed Chair of Educational Leadership College of Education and Human Services Northern Kentucky University 859-572-5229 wasicskom1@nku.edu wasicskom1@nku.edu

3. Application of theory at EKU and NKU Teacher education candidates All education candidates All human services candidates P-12 school position candidates Faculty hiring

4. Title: The Hiring Process Paul Wirtz, Ph.D. Doctor of Education Program Director College of Education and Human Services Northern Kentucky University 859-572-6068 wirtzp1@nku.edu wirtzp1@nku.edu

5. Hiring Process Overview Clearly identify knowledge, skills and dispositions you want to see Communicate effectively to locate candidates Train the hiring team on the process and beliefs Prescreen to focus on only viable candidates Conduct extensive, systematic interviews

6. Who we choose to be our colleagues and to work with our students is the single most important thing we do to improve quality and success.

7. Part #1- Search Outcomes IneffectiveEffective Transformative Degenerative SCREEN FOR THESE HIRE THESE

8. What We Can Change knowledge, punctuality, appearance people skills, assessment strategies, technology infusion caring, enthusiastic, responsible, committed, energetic, positive, enjoyable, humorous, accepting relatively easy to change relatively difficult to change Train for These

9. What We Can’t Change knowledge, punctuality, appearance people skills, assessment strategies, technology infusion caring, enthusiastic, responsible, committed, energetic, positive, enjoyable, humorous, accepting relatively easy to change relatively difficult to change Select for These

10. Conceptual Framework: The Effective Educator as Effective Person

11. Perceptual Dispositions Model (Arthur W. Combs) Four Factors  Perceptions of self as IDENTIFY with diverse individuals  Perceptions of others as ABLE, valuable and worthy  Perceptions of purpose as LARGER goals and implications  Frame of reference that is PEOPLE rather than thing oriented

12. PERCEPTUAL RATING RUBRICS PERCEPTIONS OF SELF: IDENTIFIED The educator feels an oneness with all people. S/He perceives him/herself as deeply and meaningfully related to persons of every description. UNIDENTIFIED The educator feels generally apart from others. His/her feelings of oneness are restricted to those of similar beliefs. 7 6 5 4 3 2 1 ABLE The educator sees others as having capacities to deal with their problems. S/He believes others are basically able to find adequate solutions to events in their own lives. UNABLE The educator sees others as lacking the necessary capacities to deal effectively with their problems. S/He doubts their ability to make their own decisions and run their own lives. LARGER The educator views events in a broad perspective. His/her goals extend beyond the immediate to larger implications and contexts. SMALLER The educator views events in a narrow perspective. His/her purposes focus on immediate and specific goals. PEOPLE The educator is concerned with the human aspects of affairs. The attitudes, feelings, beliefs, and welfare of persons are prime considerations in his/her thinking. THINGS The educator is concerned with the impersonal aspects of affairs. Questions of order, management, mechanics, and details of things and events are prime considerations in his/her thinking. 7 6 5 4 3 2 1 PERCEPTIONS OF OTHERS: PERCEPTIONS OF PURPOSE: 7 6 5 4 3 2 1 FRAME OF REFERENCE: 7 6 5 4 3 2 1

13. Recruit for Dispositions Devise a recruiting plan that will appeal to persons with the desired dispositions  Advertisements  Develop a complete plan  Interview for results

14. Recruit for Dispositions Write your job description & ad  Describe your ideal candidate dispositions  Write an ad that would appeal to him/her  Decide how to get the word out and where to advertise

16. Pre-screen candidates for minimum requirements Let US contact YOU : Visit us at http://coehs.nku.edu/gradprograms/edd/. If you can imagine yourself being part of our team, please send a brief email indicating your interest and a short resume to Paul Wirtz at wirtzp1@nku.edu. He will contact you to provide information, answer questions, and suggest next steps.

17. Preliminary review by committee members - the “three pile” approach Aggregate scores from each member on a three point scale [ +1 0 -1 ]

18. Extensive Telephone Interviewing Interview ALL possible candidates Teams of interviewers (no less than two per) Same questions and formats for all

19. The Dispositions Interview Begin the interview with usual questions Treat answers as self-reported information Get beyond rehearsed remarks and engaged in conversation on topics that interest them Use reflective listening Allow candidates to ask questions There are no absolute right or wrong answers

20. Dispositions About Self Describe your “perfect day?” What kind of problems do people bring you?

21. Dispositions Toward Others How would your colleagues describe you? Tell about a situation in which you helped a person or taught a significant lesson.

22. Dispositions Regarding Frame of Reference If your life works out the best you can imagine, what will you be doing in 5 years? How do you maintain a balance in your life between work and play?