1. Chapter 10 Staffing the School Recruitment, Selection, and Termination Processes

2. Two styles of Selection & Recruitment Machine metaphor Machine metaphor Determined completely by central office Determined completely by central office Principal has “gatekeeper” role – confirming or objecting to central office decisions Principal has “gatekeeper” role – confirming or objecting to central office decisions Brain metaphor (*PREFERRED) Brain metaphor (*PREFERRED) Local school – teachers, principal, parents, students – are decision makers in the selection process Local school – teachers, principal, parents, students – are decision makers in the selection process Central office has a supporting role Central office has a supporting role

3. Two questions that determine staffing needs 1. If you were not allowed to fill the vacancy, how would you fulfill the instructional need created by the loss of the teacher? 2. After reviewing your school improvement plan, do you have proposed improvements that suggest new personnel or a different staffing pattern than the existing one?

4. Recruitment Good person description Good person description (See figure 10.1) (See figure 10.1) Similar to a job advertisement Similar to a job advertisement Good position description Good position description (See figure 10.2) (See figure 10.2) AKA a job description AKA a job description

5. Federal Regulations to Prevent Employment Discrimination Civil Rights Act, 1964 Civil Rights Act, 1964 Equal Opportunity Act, 1972 Equal Opportunity Act, 1972 Americans with Disabilities Act (ADA), 1992 Americans with Disabilities Act (ADA), 1992 Prohibits discrimination against an individual with a disability Prohibits discrimination against an individual with a disability Employers must make reasonable accommodation in the workplace to enable the individual to perform fundamental job duties of a position Employers must make reasonable accommodation in the workplace to enable the individual to perform fundamental job duties of a position

6. Equal Employment Opportunity Commission Act (EEOC) Unlawful to ask on a written application or during an interview (pg. 210): Unlawful to ask on a written application or during an interview (pg. 210): Complexion or color of skin Complexion or color of skin Anything regarding religion in nature Anything regarding religion in nature Sex, marital status, spouse information, or ages of children Sex, marital status, spouse information, or ages of children Disabilities or diseases Disabilities or diseases May ask if any physical impairments would affect the ability to perform the job May ask if any physical impairments would affect the ability to perform the job

7. EEOC con’t. Arrests Arrests May ask if they have ever been convicted of a crime May ask if they have ever been convicted of a crime Any previous name the applicant may have used Any previous name the applicant may have used May ask if they have worked for your organization under a different name (e.g. a maiden name) May ask if they have worked for your organization under a different name (e.g. a maiden name) Birthplace or birthplace of spouse or parents; birth date or certificate of naturalization Birthplace or birthplace of spouse or parents; birth date or certificate of naturalization

8. EEOC con’t. Cannot require the applicant’s photograph before hiring Cannot require the applicant’s photograph before hiring Whether the applicant or a relative is a citizen of a foreign country Whether the applicant or a relative is a citizen of a foreign country You may ask if the applicant is a U.S. citizen You may ask if the applicant is a U.S. citizen Intends to become one Intends to become one Or if they have a legal right to be in the United States Or if they have a legal right to be in the United States

9. EEOC con’t. The applicant’s native language The applicant’s native language You may ask which languages the applicant speaks and writes You may ask which languages the applicant speaks and writes Questions or information about the applicant’s relatives Questions or information about the applicant’s relatives Prior to employment, you cannot ask for the name of a person to contact in case of emergency Prior to employment, you cannot ask for the name of a person to contact in case of emergency The clubs, societies, and lodges to which the applicant belongs The clubs, societies, and lodges to which the applicant belongs You may ask them to list organizations they feel are pertinent to the job You may ask them to list organizations they feel are pertinent to the job

10. The Selection Process Screening Screening Review the candidate’s application file Review the candidate’s application file Compare the application with the personal description Compare the application with the personal description Discrepancy Analysis Discrepancy Analysis Search the file for missing information Search the file for missing information Excluding dates of unfavorable past activities Excluding dates of unfavorable past activities Not listing appropriate reference sources Not listing appropriate reference sources Check for health and legal problems Check for health and legal problems

11. The Selection Process, con’t. Reference check Reference check Personal telephone contact with the previous principal Personal telephone contact with the previous principal Obtain more information from a phone call than from a written reference Obtain more information from a phone call than from a written reference Be careful in the manner in which questions are asked Be careful in the manner in which questions are asked Or answered, if you are called upon Or answered, if you are called upon “If the person in question would seek a job in your school again, would you rehire him or her?” “If the person in question would seek a job in your school again, would you rehire him or her?” Red flag - if the answer isn’t extremely positive Red flag - if the answer isn’t extremely positive

12. The Job Interview Whenever possible, employment recommendations should be based on the group interactions of the principal and existing staff Whenever possible, employment recommendations should be based on the group interactions of the principal and existing staff Interviews should be arranged to involve teachers, department heads, and team members in the process Interviews should be arranged to involve teachers, department heads, and team members in the process Staff members are also obligated to follow the EEOC guidelines regarding appropriate questions Staff members are also obligated to follow the EEOC guidelines regarding appropriate questions

13. The Job Interview Agenda 1. Establish the atmosphere open slowly and reduce anxiety open slowly and reduce anxiety 2. Ask focused questions personal strengths and weaknesses, philosophy of education, “what if” questions personal strengths and weaknesses, philosophy of education, “what if” questions 3. Be an active listener ask open-ended questions ask open-ended questions 4. Share school information with the candidate Children, school programs, school community Children, school programs, school community

14. The Job Interview Agenda, con’t. 4.Close the interview Thank candidate for their time & openness Thank candidate for their time & openness Next steps in the selection process Next steps in the selection process When they might to hear from the school When they might to hear from the school 5.Write out your notes Gather information from others involved Gather information from others involved Team discussion Team discussion Checklist Checklist Other formatted method of recording perceptions Other formatted method of recording perceptions

15. Probationary Status & Orientation and Development of New Teachers Most states have a 1-3 year probationary period before a teacher receives tenure Most states have a 1-3 year probationary period before a teacher receives tenure The principal is to be a teacher of teachers The principal is to be a teacher of teachers Build a support system for all new teachers (ideas for support on pgs. 214-215) Build a support system for all new teachers (ideas for support on pgs. 214-215)

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

17. Teacher Tenure, con’t. Misconceptions with Tenure…it is often believed that tenure is a guarantee of a job from which dismissal is all but impossible. THIS IS NOT TRUE!!!! Misconceptions with Tenure…it is often believed that tenure is a guarantee of a job from which dismissal is all but impossible. THIS IS NOT TRUE!!!! Currently with the broadened decision making by courts, probationary teachers are now guaranteed many of the same due process rights afforded tenured teachers in the past. Currently with the broadened decision making by courts, probationary teachers are now guaranteed many of the same due process rights afforded tenured teachers in the past.

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

19. Preparation for Dismissal Should never be made quickly! Should never be made quickly! Before deciding to not rehire a first year teacher it should be decided 3 to 4 months before the new contract comes out. Before deciding to not rehire a first year teacher it should be decided 3 to 4 months before the new contract comes out. To fire a tenure teacher with the firing holding up in court, it often takes two to three years of documented poor teaching. To fire a tenure teacher with the firing holding up in court, it often takes two to three years of documented poor teaching. Poor personnel records and poor evaluation procedures are common in school districts. Poor personnel records and poor evaluation procedures are common in school districts.

20. Due Process Teachers must be given timely notice of the decision not to rehire. Teachers must be given timely notice of the decision not to rehire. A certified is the best way of assuring a record of such notification. A certified is the best way of assuring a record of such notification. Employees must be informed that they have the opportunity for and the right for a hearing. Employees must be informed that they have the opportunity for and the right for a hearing. The hearing time, date, and place should be stated in the letter. The hearing time, date, and place should be stated in the letter. If the teacher is tenured, the letter should also include the specific causes or changes for dismissal. If the teacher is tenured, the letter should also include the specific causes or changes for dismissal.

21. Appropriateness of Evidence Evidence should be firsthand, factual, and documented accurately with appropriate dates. Evidence should be firsthand, factual, and documented accurately with appropriate dates. The important to remember is to record facts, not opinions, and to do this in a timely fashion. The important to remember is to record facts, not opinions, and to do this in a timely fashion.

22. Equal Rights Things to think about…employee treated fairly and nondiscriminatory manner? Were all employees treated the same? Were duties and assignments fair? Things to think about…employee treated fairly and nondiscriminatory manner? Were all employees treated the same? Were duties and assignments fair? Keep monitoring and teacher files equal, don’t make it look as if you are out to get a certain teacher. Keep monitoring and teacher files equal, don’t make it look as if you are out to get a certain teacher.

23. Efforts to Help the Teacher Was there adequate supervision of a helping nature developed? Was there enough time given to improve effort? Was there adequate supervision of a helping nature developed? Was there enough time given to improve effort? A teacher who knows that school officials are well prepared most often will not request a hearing and will just resign. A teacher who knows that school officials are well prepared most often will not request a hearing and will just resign.