Pursuit of ExcellenceStaff Selection in North Shore

School District 112

Michael Lubelfeld Ed.D.Assistant Superintendent

PartnershipTraining, Consulting, Research,

Support

Since 2005Certification in Selection for all

building administrators

Organizational Missions

Our MissionTo nurture every child as an

individual;

To empower every child as a learner;

To inspire every child to become a contributing member

of the community.

Ventures for ExcellenceCommitment

Professionals educating, equipping, serving, and supporting

professionals to build significant and sustained impact and legacies.

From the District 112 Strategic Plan

Selection & Hiring Process for all employees, (teachers, administrators, frontline

support staff)

On-line application (information, essay responses, on-line computer assessment)In-person interview with principal (structured for all teacher candidates)Team input at building level (unstructured)In-person interview with district administrator (structured for all candidates - all categories)Recommendation to SuperintendentApproval by the Board of Education

Right Talent &

Fit

Application, essay, resume

reviewB22 Structured

InterviewReference Checks C30

Structured Interview Reference Checks

Selection Process Style Profile Builder On

Line

Right Talent &

Fit

Style Profile Builder On

Line

Screened out 85%

Application, essay, resume

review

Screened out 30%

300 ApplicantsRespond to posting

B22 Structured InterviewReference

Checks

Screened out 40-50%

C30Structured Interview

Reference Checks

Screen out 20-40%

45 Applicantsremain

15Applicants

remain

6-8 Applicants

remain

1-3 Applicants

remain

Themes of ExcellencePredictive Excellence in Life Themes:

Purpose mission, positive nature, etc.

Relationshipscommunication, personable

Teaching & Learningobjective, lesson design

Specialty Areasdiversity, accountability

How many interviews?969 Structured Interviews since 2006

526 "Form B-22" teacher interviews164 "Form C-30" teacher interviews

279 Other

[Administrator (71), Frontline Support Staff (156), General Screener interviews (52)]

Research

Retention Rates - One "metric" or measurement

Teachers in Year One to Year Two

2005-2006 80% (loss of 1 out of every 5 teachers from year one to year two)

2008-2009 94% - major improvement in retention after four years of structured selection process based upon research, shared committment, training, support, and predictive themes of excellence

Research

Research Predictive Validity

We conducted a predictive validity study in which we used job applicants’ scores from the C-30 and principals’ ratings of their performance two years after they were selected.

There is a strong significant correlation between teachers’ C-30 scores and the principals’ ratings of their performance.

This means that scores from the C-30 interview do predict future teacher performance, and so it is useful as a selection tool.

How many selected & hired?221 Teachers Selected and Hired since 2006 using

a structured selection process

111 Teachers Using both Form B and C

188 Teachers Using the Form B-22 (since 2006)

144 Teachers Using the Form C-30 (since 2008)14 Administrators since 2008

75 Frontline Support Staff & "other" since 2007

Summary StatementsMore than 200 teachers selected using structured selection process over past four school years (07-

08 -09-10)Administrative/Leadership professional

development and shared values

Consistent practices - selection of excellence

Four year longitudinal research project - multi-faceted, selection instruments, observational data, correlations, comparisons, relationships, planning

Positive trends in student growth & achievement

Pursuit of ExcellenceStaff Selection in North Shore

School District 112

Michael Lubelfeld Ed.D.Assistant Superintendent