Assistant Principal Selection 2015-2016Talent Management and Organizational Strategy Talent Division

Talent Management Team2015-2016

Discussion TopicsSelection Process

2015-2016 Selection Schedule

Interview Preparation

Questions & Answers

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Area Executive Directors

Applicants

Rolling JobPosting

Pre-ScreenApplicants

Skills Assessment

Central OfficeInterview

1- Fit

School Interviews

2-School Fit

Final Interview3-FCS Fit

Board Approval

Assistant Principal Selection Process

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Approve candidate

Application

Reference form

Behavioral interview

Role Play Simulation

Interview Questions

Rolling Job posting

Application submitted

WHAT?Behavioral interview Questions

Presentation on First 90 Day Plan

Applitrack

Talent Management

Area Executive Directors

Area Executive Directors

Human Resources

Principals

Applicants

Principal

Area Executive Directors

Human Resources

School Representative

Area Superintendents

Deputy Superintendent of Academics

School Board

Talent Management

Applicants

WHO?

Timed Writing Sample

Timed Data Sample

UPDATED AUGUST 2015

Initial Application ScreeningMinimum Requirements for Moving Forward Master's Degree in Education,

Educational Administration, or a related field

Qualifying GACE exam score**

Must hold a clear renewable or be eligible for a Georgia provisional Leadership Certification*

Minimum of 3 years of Certified School Experience

Resume

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* (1) A Specialist Degree and (2) experience in a school-based leadership role are requirements for a Georgia clear renewable Leadership Certification. ** A qualifying GACE scorewhich can be taken at any timeis required to pursue the Specialist Designation to achieve the Leadership Certification level.

UPDATED JANUARY 2016

http://gace.ets.org/

Assistant Principal Selection has 3 central components1. Assistant Principal Fit

Competencies, Presence, Readiness

2. School FitMeets School Leadership NeedsMeets Your Career Desires

3. Fulton FitAligned With District Direction and Leadership Expectations

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Past Behavior as a predictorOne 30 minute behavioral interview Specific questions that ask what the

person has done in past roles that are relevant to the new role

Learn how candidate has actually behaved instead of making decisions based on hypothetical or gut feelings

Examples of questions:"Give me an example of....""Tell me about a time when you....""Describe a situation where you....""Explain how you...."

Demonstrative capability

Review generic school data Candidate will be given 30

minutes to prepare for a role play situation.

Candidate will lead a 15 minute discussion on key themes identified and recommendations with team interviewers

NOTE:Candidates will be considered in the pool only after successful completion of the Central Office Interview

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1. AP Fit - Central Office Interview

2. School Fit School Principal InterviewWhen a vacancy exists, the Area Executive Director and

School Principal will select 2-4 candidates from the pool for a school interview.

Interviews will include Behavioral Interview Questions 90 Day Plan presentation will give the candidate the opportunity

to discuss critical themes associated with the school Interviewing team may include:

o Principal o Administrative Staff and Teachers (possibly) o Area Executive Director o HR Staffing Director

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3. Fulton Fit Dr. Anderson Interview

In the FCS fit interview, each candidate will have the opportunity for a 1x1 interview with Dr. Rob

Anderson, Deputy Superintendent of Academics, which assesses:

Readiness for the Assistant Principal Position Fit within FCS Vision and Values Area Superintendent or Area Executive Director will

accompany each candidate through this interview stage

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Leadership Pool Selection Schedule

Planning, Communicationand Outreach

ONGOING

Candidate Interest and Application

Window*NOW ROLLING*

Application Screening and

Interviews GENERALLY

NOV, MAR, JUN

Central Office Interviews and Final Selection

GENERALLYNOV, MAR, JUN

Typical Candidate Flow

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Key Changes from Prior Years:Application is now a Rolling Process

Screens and Interviews will occur at Scheduled Intervals* *NOTE intervals, schedules, and processes may vary based on vacancy demand and pool supply

Preparing for the InterviewKey Look-Fors

During the Selection Process, the Talent Team and Interviewers are continually assessing candidates on specific competencies. A candidate should positively represent themselves through key

look-fors:

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Leadership Essentials

Leadership EssentialCreates Value for Our Customers

Helps build a collaborative learning community by

supporting the professional development

of others and pursuing opportunities to increase personal skills and ability

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Leadership EssentialEmbraces Change to Drive Improvement

Continually seeks and champions ways to drive

improvement by demonstrating sound

judgment and a willingness to challenge

the status quo to increase district success

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Leadership EssentialLeads by Example

Authentically works with others in a way that builds credibility, mutual respect

and encourages transparent conversations and ownership for results

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Leadership EssentialDevelops our Capability

Helps build a collaborative learning community by

supporting the professional development

of others and pursuing opportunities to increase personal skills and ability

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Preparing for the Interview Develop a Strong Resume!

Career Progression

Supervisory Experience

Outcome Oriented

Grammar

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Your resume is the first representation of you that the Interview Team sees.What is it saying?

Preparing for the InterviewConsider what Distinguishes YOU from Other Candidates?

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What is the difference between a list of responsibilities and a list of

accomplishments?

vs.

Preparing for the InterviewQUANTIFY the Outcome of your Contributions!

Good: As an EIP teacher, I implemented differentiated instruction strategies

in math and reading, which resulted in improved levels of student achievement.

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BETTER: Outcome76% of the 3rd grade students serviced by the EIP

program I implemented passed the Spring 2012 administration of the Georgia Milestones.

Example: As an EIP teacher, I implemented differentiated instruction in

math and reading...

Preparing for the InterviewPractice Being Clear and Concise

STAR Method S Situation, background set the sceneT Task or Target, specifics of what's required,

when, where, who A Action, what you did, skills used, behaviors,

characteristicsR Result and outcome, what happened

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Preparing for the InterviewAvoid Common Mistakes Dont include irrelevant

information

Pictures create bias

Quotations should be limited to a personal statement

Lack of action verbs

Confusing Objective vs. Personal Statement

Check for grammar

Format/Length (make it easy to find pertinent information)

Having only one standard resume (customize)

Leaving off volunteer and community involvement

Familiarity with Resume

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Questions

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Contact us

Talent Management Team

Arthur Mills IVExecutive Director, Talent Management (470) 254-5522millsa@fultonschools.org

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mailto:millsa@fultonschools.org

Assistant Principal Selection 2015-2016Discussion TopicsAssistant Principal Selection ProcessInitial Application ScreeningMinimum Requirements for Moving ForwardAssistant Principal Selection has 3 central componentsSlide Number 62. School Fit School Principal Interview3. Fulton Fit Dr. Anderson InterviewLeadership Pool Selection SchedulePreparing for the InterviewKey Look-ForsLeadership EssentialCreates Value for Our CustomersLeadership EssentialEmbraces Change to Drive ImprovementLeadership EssentialLeads by ExampleLeadership EssentialDevelops our CapabilityPreparing for the Interview Develop a Strong Resume!Preparing for the InterviewConsider what Distinguishes YOU from Other Candidates?Preparing for the InterviewQUANTIFY the Outcome of your Contributions!Preparing for the InterviewPractice Being Clear and ConcisePreparing for the InterviewAvoid Common MistakesQuestionsContact us