School Leader Selection Process

Transcription

1 School Leader Selection Process Resumes, PowerPoint, Problem of Practice, Interview January 2016 Tulsa Public Schools

2 Why a Performance-Based Selection Process? Identify requisite knowledge, skills and abilities for school leadership. Establish objective, research-based criteria aligned to the competencies of successful school leaders. Ensure alignment of performance expectations for all administrators.

3 Overview Performance-based selection process Phases and Activities Selection day schedule Dates for 2016 Resumes PowerPoint Presentation Problem of Practice Final Interview FAQ s

4 SCHOOL LEADER SELECTION PROCESS PHASES AND ACTIVITIES 4

5 School Leader Selection Process 2016 Selection Process Phase 1 Pre-screening Phase 2 Calibration and PDP Phase 3 Data Analysis Phase 4 Problem of Practice Phase 5 Final Interview These activities are to be completed by the Candidate in advance of the On-Site Interview Process. Apply online.tulsaschools.org Be ready to upload your resume Verify qualifications and certifications. Using screening tool Credential screening Using resume screening tool Screening call Follow up questions based on screening tool Writing Sample Prompts to examine writing skills Successful scoring during phase 1 required to advance to phase 2. Calibration Exercise** Directions will be provided in advance with a document to complete. Candidates view a teacher video and score according to the Tulsa Model rubric. PDP Writing Candidates will write a teacher personal development plan based on a provided scenario. Successful scoring during phase 2 required to advance to phase 3. Data Analysis Presentation ** Directions will be provided in advance. Upload your completed PowerPoint on a memory key, bring it to your interview session. Candidates are provided with school performance data Candidates will develop an action plan that identifies issues and specific strategies Candidates prepare and deliver a 10 min. PowerPoint presentation based on the data. Problem of Practice In a small, facilitated session, candidates will be provided with a problem of practice to discuss, analyze and develop recommendations and next steps for consideration. This final activity will consist of a collaborative group setting with other candidates. Interviewing teams will observe and assess the behaviors and contributions of each candidate. Successful scoring during phase 4 required to advance to phase 5. Final Selection and Recommendation References are checked for the top 10% of ranked candidates (a minimum of 3 documented references). Finalists are interviewed by Instructional Leadership Directors and Deputy Superintendent. Final interview may include a role playing exercise or a school walkthrough School matching process begins and final recommendation s are presented to the Superintendent Interviewing Team HC Team TLE Team ILD, Teaching and Learning, Accountability, and TLE ILD, Teaching and Learning, Accountability and TLE Instructional Leadership Directors Tulsa Public Schools

6 Phase 1: HC Screening Credential screening: Using screening tool Screening Questions: Follow up questions on the application and/or by phone Writing Prompts: Prompts offered on day of selection process to examine writing ability

7 Resumes A résumé is a self-advertisement that, when done properly, shows how your skills, experience, and achievements match the requirements of the position you want. 7

8 Resumes Sell yourself Get creative Use good quality paper Tailor your résumé for each position Show, don't tell use data 8

9 Resumes Find examples to help guide your resume writing

10 Resumes What Not to Put The word Resume at the top of the resume Fluffy rambling objective statements Salary information Reasons for leaving jobs A Personal section References Three or Four References (not related to you) Use current easy-to-reach information 10

11 Phase 2: Calibration and PDP Writing Purposes: Assess ability to observe and accurately rate teacher performance Set clear expectations and hold people accountable for high levels of performance, offering differentiated support and monitoring progress toward goals with regular feedback Activities: Calibration: Candidates view a teacher video and score according to the Tulsa Model rubric (completed in advance-- qualifying exercise) PDP Writing: Candidates will write a teacher personal development plan based on a provided scenario (completed on selection day).

12 Phase 3: Data Analysis Presentation Purposes: Assess ability to articulate a clear and compelling vision of transformational change for students and the school through analyzing data and developing an action plan. Assess ability to articulate facts, ideas and opportunities through effective and compelling written and verbal communication. Activity: Candidates are provided with school performance data to: develop an action plan that identifies issues and specific strategies with the end result of addressing student performance; and prepare and deliver a 10 min. PowerPoint presentation based on the data.

13 Data Analysis PowerPoint - Presentation PowerPoint Recommendations Limit Words on Each Slide Limit Pictures and Ensure Relevance and Appropriateness Limit or Avoid Distracting Transitions/sounds Use Cohesive Colors and Themes (Limit to 3) Use Slide Limit Intelligently (Is it Necessary to Include the Data Set?) For additional best practices, visit: 13

14 Data Analysis PowerPoint - Logistics Logistics Prior to Process Day Receive Data Set(s) Select Data Set Create Action Plan Determine Audience Staff Parents Community 14

15 Data Analysis PowerPoint - Logistics Logistics Create Your PowerPoint No More than 14 Slides Limited to 10 minutes Include Analysis AND Action Plan Place Completed PowerPoint on USB Drive Verify Upload Hand in Immediately on Process Day 15

16 Data Analysis PowerPoint - Tips Tips Be Specific / Avoid Generalities Use your Notes Section to Expand Details as Well as Your Talking Points Make Reasonable Assumptions Explain Assumptions so Group Can Follow Reasoning Limited to 10 minutes (Firm) Include Analysis AND Action Plan 16

17 Data Analysis PowerPoint - Tips Additional Tips Choose a Template (Watch the Tone) Do not Include Every Word on the Slide Limit Yourself to Three Font Sizes Use your Selection Heading to Mark Transitions Use High Contrasting Colors. Blue and Black Contrast Well Limit the Data on Charts and Graphs 17

18 Data Analysis PowerPoint - Scoring Scoring Two Teams First Team Assesses Analysis Not Present for Presentation Scores Analysis Present in the Slides and Notes Second Team Assesses Presentation Present for Presentation Also Scores Analysis Present in the Slides Scores Presentation on Format, Style, and Delivery 18

19 Phase 4: Problem of Practice Purpose: Assess ability to work collaboratively, listen to team members, challenge productively and problem solve. Through this exercise, candidates are asked to identify the most salient issues and propose solutions. 19

20 Problem of Practice Activity: In a facilitated session, candidates will be provided with a problem of practice common to the principal role. Candidates will discuss scenario, analyze the issues to be addressed and develop recommendations as a team. 20

21 Phase 5: Final Interview Purpose: Gain further insight into a candidate s experience, skills and potential fit for a particular school. Activity: Final interview may include a panel interview, a role-playing exercise and/or a school visit. NOTE: Interviews are scheduled for top scoring candidates based on their performance on Phases

22 Interview Details Follow Best Practice Guidelines Dress your best Bring your Confidence Practice with a Partner Answer the Questions Think Time is Expected (Scenario Questions) Ask for Clarification / Listen for Follow-ups 22

23 Interview Details Our Process Role-playing Exercise Typical Scenario of a Principal Issue Stay in Character Throughout the Role-play Panel Interview ILD s Ask Scenario-based Questions Building Walkthrough (Tentative) Tour and Additional Questions 23

24 SCHOOL LEADER SELECTION PROCESS SELECTION DAY SCHEDULE 24

25 Sample Selection Day Schedule 9:00 9:15 Introduction, turn in flash-drive with presentation, headshot 9:15-10:00 PDP writing exercise 10:00-11:00 Data Analysis Presentations 11:00-11:15 Break 11:15-12:15 Problem of Practice 12:20 Adjourn 25

26 SCHOOL LEADER SELECTION PROCESS SPRING 2016 SCHEDULE 26

27 Spring Selection Days Dates*: April 8, 2016, 9:00 am to 12:00 pm April 22, 2016, 9:00 am to 12:00 April 29, 2016, 9:00 am to 12:00 pm Location: Wilson Teaching and Learning Academy (2710 E 11th Street, Tulsa, OK 74104) Duration: Half-day sessions *Dates are tentative and are subject to change. Additional sessions will be added as needed. 27

28 Frequently Asked Questions How do I apply? Apply at using our online application system. Please be ready to upload your resume when you complete your application. Do I need to my resume? If you have completed your application online and uploaded your resume, you will not need to send your resume via . Starting this hiring season, DO NOT letters of intent or resumes to the Human Capital team, the Instructional Leadership Directors, Executive Staff or the Superintendent to express your interest in a position. Due to the volume of applications we receive, we cannot process resumes or letters of intent that are sent individually by . All documents must be attached to the online application. When will I be contacted for a screening interview? If your qualifications meet those required for the position, you will be contacted for a screening. Given the number of candidates and interview sessions, you should be contacted bi-weekly, throughout the process, at minimum. For more information about position requirements, please refer to the job descriptions online. 28

29 Frequently Asked Questions If I applied last year, do I need to re-enter my application? If you applied after January of 2015, you will not need to start a new application. You would simply need to log in to your previous application and update. Those applying prior to January of 2015 will need to start a completely new application. If I participated in the selection process within the last 12 months and qualified for a final interview, will I need to do it again? Those who participated for the last two, consecutive years and did not receive a position due to scoring below proficient, will need to wait until spring of 2017 to reapply. If your scores qualified you for a final interview but you were not placed, you will not need to complete the selection process activities again, but you will be scheduled for an interview. However, if you applied for an AP position last year and now you wish to apply for a Principal position, you will need to complete the selection activities. If I participate in the Assistant Principal Leadership Experience (APLE) cohort or Emerging Leaders cohort will I automatically be interviewed? No, you must apply online if you wish to be considered. Some exceptions will be granted to interview earlier or later depending on availability. 29

30 Frequently Asked Questions Is the process the same for Principals, Assistant Principals and Interns? Yes, while the process is the same, the selection committee will take into account the different levels of experience required for each type of position. Please note that Principal Intern openings are dependent on availability of funds. The district will confirm the possibility of these positions by early May at the earliest. Will I receive a notification if I have made it to the final phase of the process? Yes, you will be notified if your scores have qualified you for a final interview or not. Will I receive feedback? Current TPS employees will be offered a feedback session by phone soon after completing the process. 30

31 Additional Questions 31

32 For additional questions, please contact Bradley Eddy at THANK YOU 32