Recruitment / Selection Jennifer Gilbert Angel Haworth Tina Stelogeannis Teresa Viles

1. Recruitment / Selection Jennifer Gilbert Angel Haworth Tina Stelogeannis Teresa Viles

2. NCLB Recruitment/Selection- NCLB recognizes what truly makes a difference in providing a quality education. It calls for a highly qualified teacher in the core subjects in every classroom; the use of proven, research-based instructional methods; and timely information and options for parents. Schools that underperform are held accountable, providing their students with free tutoring or transfer to a better performing public school. In other words, children’s education needs are placed first—where they belong. http://www.fldoe.org/nclb/

3. Florida Statutes For Recruitment: 1012.05 Identifies what the state will do to retain and recruit teachers 1009.60 Creates the Minority Teacher Education Scholars Program 10012.06Identification of critical teacher shortage areas. 1012.22Public school personnel; powers and duties of the district school board 1012.23Allows school districts to adopt rules governing personnel matters except as provided by state law or the State Constitution. 1012.77Christa McAuliffe Ambassador for Education Program

4. Florida Statutes Selection: 1003.52 Provides for selection procedures of teachers in juvenile justice programs operated by a school board 10012.35 Provides for selection procedures for substitute teachers 1012.22 Public school personnel; powers and duties of the district school board 1012.23 Allows school districts to adopt rules governing personnel matters except as provided by state law or the State Constitution. Disallows nepotism in hiring by school board members. 1012.27 Outlines the powers and duties of district school superintendents relating to personnel

5. Florida Administrative Code for Recruitment: 6C11-8.007Employee Selection and Appointment (d) In making preliminary contacts with candidates, it should be made clear that no offer of employment is being made.   6A-19.009Personnel Florida Administrative Code for Selection: 6C8-4.014Bargaining Unit Faculty and Bargaining Unit Employees Vacancies, Selection, Appointments, Promotions, Internal Promotions, Reassignments, Transfers, and Demotions. 6C2-4.001General Human Resource Policies

6. Marion County School District Policy on Recruitment: To ensure MCPS employ the best and brightest teachers, the district Employment Services Department conducts a well-organized program for recruitment. The Marion County Education Career Fair, college recruitment fairs, personal visits, information sessions, and campus career events attract well-qualified teachers to Marion County Public Schools.  In addition, our own employees receive scholarship opportunities through the Public Education Foundation of Marion County and the Department of Education to pursue careers in Marion County.

7. Selection The selection process for the employment of new staff members has the following steps: Screening- the principal should carefully review the candidate’s application file, comparing the application with the personal description. Discrepancy Analysis- the principal must search the file for missing information. Common problem areas are efforts to conceal unfavorable past activities by excluding dates, as well as not listing appropriate reference sources. One must look also at references and possible gaps in employment or school records. Reference Check- a personal telephone contact with the previous principal or school administrator who is acquainted with the candidate is usually helpful. However, one must be careful in the manner in which questions are asked. Employers must use care in stating opinions regarding former employees’ performance.

8. The Job Interview- an interview consists of six parts. • 1. Establish the atmosphere- create a positive and relaxed environment • Ask focused questions- personal strengths and weaknesses, philosophy of education, verbal fluency, ability to project enthusiasm, ask “what if” questions to get a better understanding of their beliefs and attitude towards situations • Be an active listener- ask open-ended question (70/30 rule) • Share school information with the candidate- specific job vacancy, whom they will be working with, demographics of school community, and programs offered • 5. Close the interview- thanks the individual for their time and openness and then give some indication of when they may hear from you next • 6. Write out your notes- gather information from others who participated in the interview process then compare notes and perceptions in order to make your selection • Works Cited: Ubben, Hughes, Norris, 2007. The Principal: Creative Leadership for Excellence in Schools, Sixth Edition (pgs. 211-213).

9. IDEA: In IDEA 2004, Congress added new language that parents, educators, advocates, and attorneys can use to ensure that children with disabilities are taught by highly qualified teachers and receive research based instruction. IDEA 2004 includes new requirements that schools provide "high-quality, intensive preservice preparation and professional development for all personnel who work with children with disabilities" so all school staff have "skills and knowledge to improve the academic achievement and functional performance of children with disabilities " . . . "including the use of scientifically based instructional practices."http://www.wrightslaw.com/idea/art/ieps.rbi.htm

10. ADD Selection: The Americans with Disabilities Act prohibits employers, public or private, from discriminating against any individual with a disability. The law covers a full range of employment activities, including recruitment and hiring, termination, compensation, job assignment and advancement, and training. Employers are required to make reasonable accommodations in the workplace to enable the individual to perform fundamental job duties of a position.