December 2, 2014

BY Glenn Maleyko, Ph.DExecutive Director of Staff

and Student ServicesAnd Rob Seeterlin, Director

of Human Resources Instrutional

A few of the slides are based on a presentation by Jim Gullen Oakland Schools at the MIEM conference in Lansing on February 29th, 2012. The video protocol is based on work by Wendy Wendy Zdeb-Roper MASSP.Zdeb-Roper MASSP. Some of the Slides are also based on the Danielson iobservation training (Pam Rosa) from WCRESA on April 3rd and 4th.

Staffing and Interviewing

Staffing Process - Starts in March

Student number projections = Staffing allocation per building

Current Year StaffingReturn from leavesRetirements, leaves and resignationsProjected Class Schedule Needs - Certifications &

EndorsementsDepartmental v General Ed Determinations

Teacher Evaluation An Attendance Factors

Surplus - TransfersLayoffsVacancy - TransfersVacancy - New Hires

Requisition to Hire

Interviews and Selection

1. We are all recruiters.  We need the most and best candidates to apply online.

2. Use Applicant Central to screen and select for interviews - 3 or more candidates

3. Do not discriminate or ask inappropriate questions that look like you do

4. Know what you need - Interview team may develop a listA. Subject matter strengthsB. Multiple certificationC. Special Skills/Preferred but not requiredD. Work ethicE. Student CenteredF. EmpathyG. PersonableH. CompassionateI. Good Communication J. MaturityK. PassionL. Beliefs Regarding Diversity

5. Questions - Get them to tell their story -

A. What have you done to prepare yourselfB. What would you do in a particular situation - pet diedC. What do you do if students are having difficulty

understanding your instructionD. Should you be held accountable for student growth E. Tell me about your best lessonF. Our School Improvement Plan Identified X as a critical

issue how can you help us with that. - Test their knowledge and research for YOUR job.

G. As a classroom teacher how would you handle a parent complaint about teaching the common core standards?

6. Classroom Teaching Demonstration

7. Reference Checks

A. If possible get a most recent performance evaluation

B. If they don’t want you talking to their current supervisor get a reason why

C. Talk to “professional” references - do they really know them?i. Would the candidate be a good fit for the position? Why?ii. If they are offered the job, what area would the

candidate need more training or experience in - weakness

iii. What skills or strengths would this candidate bring to XXX school?

Recommendation to Hire

Dearborn Hiring PracticeProcess outlined on the website. Applicants apply through applicant

central websitePrincipals have a vacancy and fill out a

requisition. Principals conduct interviews. All

potential teacher candidates must be observed teaching a lesson.

Hiring ContinuedRecommendations come into Human

ResourcesWe conduct a final interview process

which includes ability to legally work, criminal checks, background checks, and other new hire documents.

All teachers complete a writing samplesWe also go to job fairs to recruit teachers.

Questions

DFT Layoff and Recall Formula (A new policy that we developed)

There is a sequential order to the ranking system

1.  Evaluation ratings. (Ineffective, minimally effective, effective and highly effective).

2. Plan III teacher level of implementation (only applies to teachers plan III Improvement Plan).

3. Discipline-suspension over 5 days.

4. Employees with severe attendance problems on step 6 of the absence verification procedure.

Layoff and Recall Formula Continued

5. Attendance calculation over a two-year period.   

6.  Attendance at Professional development. 

7.  Discipline involving less than five days of suspension.

8. Seniority

DFT Placement Policy and Guidelines

Teachers can apply for transfersAdministrators will review resumes for potential candidates

There will be several performance and qualification criteria for selection of specific assignments

DFT Placement Policy and Guidelines Continued

Teachers will have to interview for potential transfers and will need to be accepted by building administrators/ interview committees

The Superintendent has the right to realign staff in the best interest of students and the school program

Any employees rated ineffective will not have recall rights.

Summer School Placement will now be based on a formula that involves performance and attendance

ADSA Layoff, Recall, and Placement Formula Not much has changed from the contract. We kept

most of the language.  There are criteria when considering layoff similar to the policy with the DFT but they are evaluated as a whole vs. a sequential process.

This is similar for the placement policy and guidelines for administrators.

Administrative HiringGet involved at the building level, district

level and beyond. People on the committee should know you

alreadyGive presentations before collegesGo above and beyond the call of duty to

be recognized.

Admin Hiring Process1. Posting and Applying2. Screening committee3. 1st Set of committee interviews and

written portion (Usually 3-4 committees)

New Process that we are Implementing with Admin HiringThe Position is posted for two weeks statewide. There is a papercut screening process

involving the Superintendent, Executive Directors, Directors, and Principal if applicable.

Candidates that pass the papercut screening process will receive an interview before the Administrative Committee. The Administrative committee includes cabinet members and ADSA members.

  

When filling central office coordinator positions a combined committee including staff and parents may be convened in place of an Administrative Committee.   

The administrative committee (or joint committee if applicable) recommends final candidates using the following process:

Elimination Prior to Discussion-- Eliminate candidates based on 100% consensus. If one committee member wants to discuss a candidate then they are not eliminated.

Have a discussion regarding the remaining candidates.  After discussion have an additional elimination

opportunity if anyone has changed their mind.

All committee members rank candidates.  Each committee member must rank and vote on each remaining candidate.

Recommend 2-4 candidates for final interviews pending the analysis of recommendation data.

Admin Hiring Continued4. Second level of interviews (Superintendent

level). Recommendations to the board of education. Process subject to changes and

modifications.

Final Candidates will receive an interview before a parent committee and staff committee. Staff committee members are selected by union heads DFSE, DFT and DSOEA.  Parent Committee members are selected by the Building Principal, if in place, along with the PTA or recruited by other parent leadership clubs. For High School positions a student committee may also be convened. Parent, staff and student committees shall rank and recommend candidates from first to last.  Unless there is a unanimous ranking of candidates, all committee members will rank candidates individually.  Human Resources will tally the scores and rank candidates accordingly.

7 Final Candidates are interviewed one on one by the superintendent.  

8. Superintendent makes a recommendation to the Board of Education.