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 score—which can be taken at any time—is required to pursue the Specialist Designation to achieve the Leadership Certification level.
UPDATED JANUARY 2016
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 predictor…One 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-For’s”
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-for’s:
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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: Outcome…76% 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• Don’t 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) [email protected]
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