Pursuit Of Excellence Staff Selection
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Transcript of Pursuit Of Excellence Staff Selection
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Pursuit of ExcellenceStaff Selection in North Shore
School District 112
Michael Lubelfeld Ed.D.Assistant Superintendent
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PartnershipTraining, Consulting, Research,
Support
Since 2005Certification in Selection for all
building administrators
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Organizational Missions
Our MissionTo nurture every child as an
individual;
To empower every child as a learner;
To inspire every child to become a contributing member
of the community.
Ventures for ExcellenceCommitment
Professionals educating, equipping, serving, and supporting
professionals to build significant and sustained impact and legacies.
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From the District 112 Strategic Plan
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Selection & Hiring Process for all employees, (teachers, administrators, frontline
support staff)
On-line application (information, essay responses, on-line computer assessment)In-person interview with principal (structured for all teacher candidates)Team input at building level (unstructured)In-person interview with district administrator (structured for all candidates - all categories)Recommendation to SuperintendentApproval by the Board of Education
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Right Talent &
Fit
Application, essay, resume
reviewB22 Structured
InterviewReference Checks C30
Structured Interview Reference Checks
Selection Process Style Profile Builder On
Line
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Right Talent &
Fit
Style Profile Builder On
Line
Screened out 85%
Application, essay, resume
review
Screened out 30%
300 ApplicantsRespond to posting
B22 Structured InterviewReference
Checks
Screened out 40-50%
C30Structured Interview
Reference Checks
Screen out 20-40%
45 Applicantsremain
15Applicants
remain
6-8 Applicants
remain
1-3 Applicants
remain
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Themes of ExcellencePredictive Excellence in Life Themes:
Purpose mission, positive nature, etc.
Relationshipscommunication, personable
Teaching & Learningobjective, lesson design
Specialty Areasdiversity, accountability
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How many interviews?969 Structured Interviews since 2006
526 "Form B-22" teacher interviews164 "Form C-30" teacher interviews
279 Other
[Administrator (71), Frontline Support Staff (156), General Screener interviews (52)]
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Research
Retention Rates - One "metric" or measurement
Teachers in Year One to Year Two
2005-2006 80% (loss of 1 out of every 5 teachers from year one to year two)
2008-2009 94% - major improvement in retention after four years of structured selection process based upon research, shared committment, training, support, and predictive themes of excellence
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Research
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Research Predictive Validity
We conducted a predictive validity study in which we used job applicants’ scores from the C-30 and principals’ ratings of their performance two years after they were selected.
There is a strong significant correlation between teachers’ C-30 scores and the principals’ ratings of their performance.
This means that scores from the C-30 interview do predict future teacher performance, and so it is useful as a selection tool.
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How many selected & hired?221 Teachers Selected and Hired since 2006 using
a structured selection process
111 Teachers Using both Form B and C
188 Teachers Using the Form B-22 (since 2006)
144 Teachers Using the Form C-30 (since 2008)14 Administrators since 2008
75 Frontline Support Staff & "other" since 2007
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Summary StatementsMore than 200 teachers selected using structured selection process over past four school years (07-
08 -09-10)Administrative/Leadership professional
development and shared values
Consistent practices - selection of excellence
Four year longitudinal research project - multi-faceted, selection instruments, observational data, correlations, comparisons, relationships, planning
Positive trends in student growth & achievement
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Pursuit of ExcellenceStaff Selection in North Shore
School District 112
Michael Lubelfeld Ed.D.Assistant Superintendent