Creating Your Norms, Dispositions, and Core Beliefs
1. After reviewing the MCEE, please create your norms/dispositions/core beliefs based on the MCEE.
2. Create an ideal teacher profile for screening and selection. For example: The ideal teaching candidate is a student-centered, life-long learner who is aligned with our mission and vision of the school, and is a collaborative team member.
3. Develop 4-5 interview questions that align with these norms/dispositions/core beliefs and your candidate profile. Be sure to refer to legal policy DAA discussed in week 1 when developing the questions. Include questions based on your Campus’s Vision, Mission, and Campus Improvement Plan. The interview questions must also align with EEOC guidelines (should not ask race or national origin, religion, gender, sexual orientation, disability, etc.
4. As a future leader why would it be important to establish norms/dispositions/core beliefs and an ideal teacher profile?
Using the data from the chart and your knowledge and experiences from your school reflect on the following questions. Please make sure that your answers are comprehensive and tell the story of your school.
1.What are the content gaps in your school? For example, consider the following questions:
What percentages of teachers are teaching outside their certification area?
What is the number of teachers with a master’s degree in a content area?
What percentages of teachers are in their first year of teaching?
Does your district expect any changes in student enrollment for the next year?
2.What are the skills gaps in your school? Please refer to the chart and research that describes the skills of an effective teacher.
3.Where is the diversity of skill in your school? Is it in one grade or content area? Is there diversity of skill throughout the school? Refer to the data regarding skills gaps to respond to this question.
4.Is there diversity of experience in your school? Refer to the data in the chart regarding experience levels.
5.What are the equity gaps in your school? For example, consider the following questions:
How many grade levels/content areas have inexperienced teachers (less than 3 years of teaching experience)?
Which grade levels/content areas have more inexperienced teachers?
Which grade levels/content areas have higher rates of teacher turnover?
What percentages of teachers leave by race/ethnicity? By student race/ethnicity?
6.Based on the evaluation of your school’s professional staff capacity needs evidenced by the completed chart and the reflective questions, identify your current staffing needs.
1. After you have determined your needs, what is the process for notifying central office that you need a faculty position?
2. Where do you find your most successful hires? Do the most successful hires have anything in common with each other?
3. What is your current hiring process? How to you announce positions? What are some research-based practices for hiring?
4. If the current hiring process has been in place for several years, have the teachers you hired remained at the school? Have they been successful members of the staff?
5. How would you include current members of your team in the hiring process? What are the responsibilities of the hiring team? Does the hiring team need training and if so, what topics should be covered?
6. Identify the criteria on which you will screen candidates? You can use your candidate profile and your interview questions for this question. Be aware of ethical and legal requirements for screening candidates. Refer to Week 1 and your district for local and legal policies for hiring.
7. How will you assess the candidates you see?
8. How will you check references on candidates? Identify 3 questions you will ask the reference.
9. How will final decisions be made? How will candidates be notified?
10. As a future school leader explain your understanding and capacity regarding how you will undertake and implement recruitment, selection and c within your school setting.