NEW HOPE-SOLEBURY SCHOOL DISTRICT ADMINISTRATIVE GUIDE FOR HIRING PROFESSIONAL EMPLOYEES

Transcription

1 ADMINISTRATIVE GUIDE FOR HIRING PROFESSIONAL EMPLOYEES 1. Staffing needs will be presented by the principals to the Human Resources Office as soon as they are identified. 2. The Human Resources Office will announce the vacancy. a. All open positions are posted via All News. b. All open positions are posted and applications accepted through and c. The type of position will influence where additionally the vacancy announcement is posted. d. The vacancy may be advertised in newspapers or professional literature. e. Local colleges may be contacted and the vacancy sent to their placement offices. 3. Screening of applications will be done by two or more persons, the initial position suitability screening will be performed by the Human Resources Director. After initial position suitability screening is performed, the supervisor of the position is given access to the online screening portal through to review the initial HR screening results. Based on both levels of screening, candidates will be invited to interview. Among the criteria for paper screening are course work grades, student teaching grades, evidence of successful teaching experience, strong letters of recommendation, advanced degree(s), continuing education, technology skills, professional contributions, fluency in a second language, multiple areas of certification, and specialized knowledge or skills. No single criteria in and of itself carries more weight but collectively all are considered toward assessment of those best qualified for positions. Qualified internal applicants (current NHSD employees) who formally apply for an opening will be granted an interview. Other selected applicants will be invited for an interview by the Human Resources Director. 4. An initial screening interview of candidates will be conducted by the Human Resources Director and the supervising administrator. 5. The interview team will include the Human Resources Director, the building principal/supervising administrator, a parent, a student (when appropriate), and a teacher. Additional persons may be a part of the interview team if appropriate. Interviewers will ask questions from a prepared set of questions, developed beforehand and approved by the Human Resources Director in conjunction with the supervising administrator. The questions will be designed to elicit the applicant s qualifications for a particular vacancy and to evaluate the overall suitability for a position with the organization. Responses will be summarized and recorded on a score sheet. 6. The interview team will discuss the information gathered from interviews using the desired criteria and make a recommendation for one candidate to interview with the Superintendent of Schools. 7. The Superintendent of Schools will interview the finalist and decide on the suitability for an employment offer. 8. The Human Resources Director will notify the successful applicant. The bargaining agreement and Board Policy 428 shall be used to determine salary scale.

2 9. The Superintendent will recommend the candidate to the Board for approval. It is expected that all employment paperwork is on file. 10. Regret letters or telephone calls to unsuccessful candidates will be sent by the Human Resources Office. Applications are retained in the District Office for one (1) year.

3 FORM PF-BI INTERVIEWING GUIDE PROFESSIONAL STAFF This interviewing guide is intended to promote fairness and consistency in the interview process. You should ask the same questions of all candidates. This guide will help you to design your own questions which must be approved by the Human Resources Director prior to the interview. Remember that an interview is not an interrogation. Keep the tone conversational. Be open, cordial, and friendly to the interviewee. Remember that your main task is to LISTEN, not talk. Write notes in the comments section after each questions and use the continuum to rate candidates answers for each question. Key to Continuum Low High Candidate s Name Date 1. (Knowledge) Develop your own question(s). Use the same question(s) with all candidates for a particular position. Focus on the content of the subject/assignment. _ 2. (Techniques) Describe in some detail how you would accommodate special students (at both ends of the spectrum) so that they experience success and are also challenged? _ 3. (Techniques) What essential elements should be in a well-designed lesson plan? _

4 4. (Management/Discipline) What is your philosophy of discipline? _ 5. (Attitude/Personality/Maturity) Describe how you would promote parent involvement in schools. _ 5 (b). (Attitude/Personality/Maturity) What interaction, if any, do you expect to have with other teachers? _ 6. (Commitment) what would you like to be doing, professionally, next year? Five years from now? _ 7. (Analysis/Synthesis/Evaluation) Higher order cognitive skills. Develop your own question(s) such as: Compare and contract and. Or If you could establish a new, unique curriculum for, describe what it would be like. (Synthesis); OR In your judgment, what is the best course of action when. _ Overall Rating Date: Interviewed By Please return all completed reports to the Human Resources Office immediately following the last interview. Candidates will not move forward in the process unless this form is completed by all interviewers.

5 FORM PF-C2 Criteria for Employment 1. Professional preparation 2. Certification areas 3. Scholastic record 4. Continuing education 5. Technology skills 6. Second language capability 7. Contributes: a. Professionally b. Other 8. Knowledge of current developments and issues in education 9. Evidence of the following a. Creativity b. Self evaluation c. Team builder d. Cooperative e. Collaborative f. Enthusiasm g. Positive manner h. Commitment to the success of each student i. Initiative j. Independence 10. Experience outside PA 11. Experience outside education 12. Specialized knowledge or skills