Monday, October 25, 2010
Hiring Process
I believe that the hiring process can improve/hamper your school district in hurry. The wrong decision or not following your gut could lead to big problems. It's important to have the questions ready and do your homework and check ALL references. In my recent experiences it seems that we hire new teachers and don't mentor them properly. We have sent teachers to mentor training but I don't see any improvements to helping our new teachers. I am looking forward to our mock interviews next class and would like to talk about what happens after the hiring process. What happens next and what about mentoring? How often does the principal perform walkthroughs and informal observations and evaluations. I could relate to the "spillover" effect. You see this on many professional teams where they bring in the "wrong" guy and the team goes the wrong way.
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Tony, I agree with you on the mentoring process needs some improvement. At our high school, new teachers are paired up with someone in the same department. I don’t think this is always the best case. Yes, both teachers share the same content areas but the mentor is not always a good or committed teacher. How can we improve the mentoring system? Should it be so formal? I think a flexible and fluid mentoring system is needed. Every new teacher and veteran teacher is different in their classroom management and instructional approach. I would also like to comment on the reference portion of your blog. Checking ALL references is a must. If it is a leadership position, I believe public schools should use the system that Dr. Closen discussed. The “3-deep” reference system would give a better idea of what the candidate is truly like.
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