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    Teacher Placement Planning

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    The document discusses the policies and procedures for teacher placement and hiring within the Elko County School District. It outlines that administrators choose applicants based on credentials and fit within the school. Transfers are given interviews and responses within 10 days. Involuntary moves are based on seniority and licensure. The screening process involves background checks, interviews, and reference surveys. Effective collaboration is built through shared goals, accountability, and inclusion. Leaders foster ethical practices like respect, equity, and diverse perspectives.

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    Teacher Placement Planning

    Uploaded by

    api-520679261
    188 views5 pages
    The document discusses the policies and procedures for teacher placement and hiring within the Elko County School District. It outlines that administrators choose applicants based on credentials and fit within the school. Transfers are given interviews and responses within 10 days. Involuntary moves are based on seniority and licensure. The screening process involves background checks, interviews, and reference surveys. Effective collaboration is built through shared goals, accountability, and inclusion. Leaders foster ethical practices like respect, equity, and diverse perspectives.

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    The document discusses the policies and procedures for teacher placement and hiring within the Elko County School District. It outlines that administrators choose applicants based on credentials and fit within the school. Transfers are given interviews and responses within 10 days. Involuntary moves are based on seniority and licensure. The screening process involves background checks, interviews, and reference surveys. Effective collaboration is built through shared goals, accountability, and inclusion. Leaders foster ethical practices like respect, equity, and diverse perspectives.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    188 views5 pages

    Teacher Placement Planning

    Uploaded by

    api-520679261
    The document discusses the policies and procedures for teacher placement and hiring within the Elko County School District. It outlines that administrators choose applicants based on credentials and fit within the school. Transfers are given interviews and responses within 10 days. Involuntary moves are based on seniority and licensure. The screening process involves background checks, interviews, and reference surveys. Effective collaboration is built through shared goals, accountability, and inclusion. Leaders foster ethical practices like respect, equity, and diverse perspectives.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 5

    1

    Audrey L. Karr

    EAD- 536

    August 18, 2021

    Teacher Placement Planning


    2

    District Policy

    The Elko County School District (ECSD) and Elko County Classroom Teachers Association

    (ECCTA) policies coincide nicely with how teachers are to be hired and placed within the

    district. Administrators are given the hiring ability to choose what applicants best fit each

    school’s environment and teaching philosophy based on their credentials. The superintendent

    approves all decisions made at school sites and adjusts accordingly if they feel a change is

    needed when determining the best place for teacher placements.

    For teacher transfers, district employees must receive an interview for the positions they are

    wanting to transfer to. Per union contract, a teacher will then receive a response within 10 days

    before the position is opened up to outside candidates. With that being said, a teacher who does

    not receive the transfer and wishes to know why, can request a written statement for future

    reference. If a transfer request is put in after the transfer date and an administrator is interested

    in a district employee, it must be presented at the district office and an administrator must

    request approval.

    Teachers who are involuntarily being asked to move are based off of seniority and licensure

    requirements. Throughout this process, these teachers are to be supported and provided ample

    time to adjust to their new school settings. These teachers are also given first choice to come

    back to their previous location once a position has opened back up (Elko County School District,

    2012). Knowing the policies and procedures are helpful when making sure teachers are being

    placed accordingly and teacher rights are respected.

    Screening Procedures
    3

    Seeing that the hiring process is going to give good incite to all candidates and a plethora

    of information, it’s important to see all aspects of the teachers applying: background knowledge/

    teaching experience, types of degrees and prior leadership experience. With this information, a

    candidate can then elaborate more during the interview process and be asked situational

    questions that can provide a more in-depth understanding of how they would address certain

    situations (FutureEd Interviews, 2018). It would be encouraged to have other grade level

    teachers present so that they too can also ask questions (within reason) and get a feel for whom is

    going to be the best fit for each open position.

    The next step would be to investigate further by using the survey results given by each

    teachers’ references which is automatically generated by the district and sent to each recipient.

    This would provide community input on how candidates get along with their peers, work ethics

    and what qualities stand out above the rest. By using this process, an administrator would be able

    to identify which teachers would work best within each grade/subject no matter if they were

    transfers or coming from outside of the district.

    Collaboration

    While looking at the descriptions of the entire staff, it’s important to hire people who are

    going to fit in a grade level with similar personalities, can agree on achievable goals and work

    together in doing what is best for students. This is why having teacher leaders involved in the

    hiring process is so vital. Molding individuals to become leaders in a grade level can help the

    team feel supported, build trust and create opportunities for each member to branch out into

    trying new ideas with the openness to share. Collaboration is done effectively when everyone is

    valued for their ideas and can feel as if they have something to offer. This is the process of a

    quality PLC. Teams need to delegate jobs to each member and then hold one another accountable
    4

    by creating norms that will focus not only on making grade level expectations a reality, but also

    by incorporating the school’s mission and vision. This will ensure that the overall goals of the

    district are being held to the highest standards all the way down to each school, grade level and

    classroom. Effective leaders remind their staff often about their school goals, how they are going

    to achieve these goals and communicating the purpose behind instruction, data collecting and

    collaboration. This creates clarity and consistency to ensure that all stakeholders are getting the

    same message (Desravines, Aquino and Fenton, 2016).

    Ethical Principles

    Having compassion and concern for others means seeing that the adults at the workplace

    feel supported and are appreciated for their efforts. This includes having respect for personal

    opinions, being able to disagree in a manner that will not create hard feelings, having the

    openness to have difficult conversations about student instruction by engaging in diverse

    perspectives and finding ways to incorporate effective strategies within the curriculum being

    taught. Most importantly, leaders need to foster equity and inclusion through teacher and student

    dynamics within the learning environment so that everyone has a voice (Capsim, 2018).
    5

    References

    Capsim (2018). Five Ways to Shape Ethical Decisions: Common Good Approach.

    https://www.capsim.com/blog/five-ways-shape-ethical-decisions-common-good-

    approach#:~:text=The%20Common%20Good%20Approach%20regards,part%20of%20a%20large

    r%20community.&text=The%20utilitarian%20principle%20weighs%20the,element%20of%20the

    %20common%20good.

    Desravines, J., Aquino, J., and Fenton, B. (2016). BREAKTHROUGH PRINCIPALS: A STEP-

    BY-STEP GUIDE TO BUILDING STRONGER SCHOOLS. Jossey-Bass; San

    Francisco, CA.

    Elko County School District (2012). Section G Transfers/Reassignments/Promotions. Board

    Docs. https://go.boarddocs.com/nv/elkcsd/Board.nsf/Public#

    FutureEd Interviews (2018). Screening for the Strongest Teachers. McCourt School of Public

    Policy Georgetown University. https://www.future-ed.org/work/screening-for-the-

    strongest-teachers/

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