Who’s Riding on Your Bus? Presented by Presented by Michelle Moody-Frazier, EdD Michelle Moody-Frazier, EdD Chicago Public Schools Chicago Public Schools National Institute for Magnet School Leadership National Institute for Magnet School Leadership Mystic, Connecticut Mystic, Connecticut July 14, 2008 July 14, 2008

Question What qualities/areas do you consider when hiring staff?

Discussion

Do you consider….. Race Experience Gender Unique talents Age Transferable job skills

Question What do you include in the advertisement(s) for positions in your district? JOBSTeachers Wanted

Discussion

Do you include….. the basis for the selection criteria skills and abilities level of education preferred areas of expertise preferred

Do you include….. the reporting relationship program priorities a statement that encourages diversity compliance statement

Chicago Practices Then and Now

Then ….. Now tenure received w/o probationary period 4 year probation period interview w/principal at schoolselection committee lack of mentoring or induction program new teacher program over 2 year period lack of strong, on-going professional development opportunities high quality, ongoing professional development opportunities

Then…..Now late hiring timeline hiring completed before June paper intensive online application process lack of candidate pool establishment of resume archive New Teacher Project Report, 2007

Other things to consider… Additional strategies Advertisement in appropriate venues Interview process

From Lessons to Practice

Our Practices Board reports detailed personnel implications: PERSONNEL IMPLICATIONS: All existing teaching and classroom educational support personnel positions will be closed effective at the end of the school year. Non-classroom educational support personnel positions will not be affected. New teaching positions programmed as IB Magnet teacher-in-training positions will be opened for the school year and filled through the Board’s job posting procedures. Teaching and classroom educational support personnel who are laid off as a result of the position closings will receive benefits established for them in collective bargaining agreements, Board Rules and Board policies.

E-Bulletin Detailed job description Clearly defined expectations Certifications needed Experience preferred Professional development needed with hours and pay

Advertising Alumni websites of current employees Teach for America Organizations State board of education website Educational publications Magnet program websites such as IBO or Montessori

Interviews Selection committee or interview panel Establish consistent process Be honest about your school’s weaknesses as well as strengths Create interview protocol and rubric as a team Be aware of own biases and pitfalls that may influence your opinion on applicants Interview at the school and in an uninterrupted space to give candidates a true feel for the school

Interviews Materials to market your school for prospective candidates Ask open ended questions that will allow you to get to know the candidates Vary questions for candidates that may be new to teaching, experienced, or coming by alternate means to teaching Have several rounds of interviews if necessary

Other …….. Other assessments during the interview process Writing sample Teach a practice lesson PowerPoint for teacher professional development Letter of intent submitted with resume Offer letter that selected candidates sign before staffed

Other……. Staff analysis June 30 th hiring incentive Administrative transfer earlier in school year Hire hard to find positions first Coded jobs for protection Background and reference checks Documentation

References Chicago Public Schools Human Resource Department Teacher Quality: Ensuring High Quality Teaching… Not by Certification Alone New Teacher Project Report, Best Hiring Practices f f

Question and answer session