Académique Documents
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Reflections
Here is what I learned from the interview
As an administrator what do I look for in possible candidates for hire
How much training/experience do they have?
Do they have a license from the state?
Do they exhibit a love and enthusiasm for educating children
Ask them about themselves, find out their story
Must understand the background of the children in which they
may possibly serve and be aware of the cultural differences
In retaining and mentoring teachers
The evaluation tool determines employee status.
It is the most important tool to have in case legal matters come
up.
Treating teachers as I want to be treated, providing them
opportunities to grow, and giving them support is vital to
maintaining low teacher turn over rate.
Trust staff in knowing they are going to deliver instruction
The interview team discussed the greatest challenge for administrators
right now is finding and keeping certified teachers, using the
evaluation documentation making sure not to be subjective especially
if there are discrepancies noted by the teacher. They talked about how
the placing of children in a classroom can affect teacher performance; I
do not want to set teachers up for failure before they get into the
classroom. As an administrator, I have to provide struggling teachers
with resources to help them become successful in the classroom.
Frequent classroom visits help me to know what is going on and
determine areas of improvement.
Mrs. Angela Miles talked about the hiring process the steps are as
follows:
Vacancy is posted
Principal or department head chooses applicants to interview
References are checked
Principals can only make a recommendation to human resources
to hire candidate
Human resources conducts background check and drug
screening
Follow-up questions are asked by human resources, if there are
concerns
Human resources executive approves and then submits approval
to the School Board Personnel committee.