Post on 18-Dec-2015
Human Resources
Part 1- HiringPart 2- Evaluation & Retention of New TeachersPart 3 – Discipline Measures
What is the procedure of staffing a school? By June 15th of the school year, the SB
prepares a list of staffing needs remaining to be met for the following school year based on enrolment forecasts
This list includes the school, the % of the post, whether the post is “open” leading to a regular contract, the subject matter and or grade level
This list is sent to the teachers and the union
What is the procedure of staffing a school? Teachers involved are expected to complete and
return the vacancy preference form indicating their choice of posts for the following school year
By the end of the 1st week in July, the SB will assign teachers from the priority of employment list to the posts on the lists of staffing needs
By June 15th the SB sends this list, the priority of employment list and the vacancy list to each teacher on the priority of employment list (teachers who have completed at least 1 part time contract and have had a satisfactory evaluation).
What is the procedure of staffing a school? In doing so, the SB shall respect the requirement
that those teachers with 2 or more years of seniority on the priority of employment list, are entitled to be given open posts leading to regular contracts
The SB shall provide the union lists of assignments for verification
Any posts, not filled by teachers on the priority of employment list are then offered to teachers who have applied for employment through the HR department
Do principals follow these procedures?
How are teachers recruited/hired? Every March, HR representative hold job fairs at McGill
and French Universities Principals are dispatched to the fairs to help in the
recruitment Potential teachers are interviewed and screened by HR
and principals A list of potential candidates is compiled When a post that has not been filled arises, potential
candidates are dispatched to the school in question for an interview with the principal
The principal reserves the right to hire or not hire a potential candidate
Potential candidates are encouraged to submit their CVs directly to the school principal in late June early August
How are teachers recruited/hired?
The discussed procedure was that of EMSB
Public Schools follow this basic procedure however there may be subtle differences
What are the private school procedures?
Hiring Problems
In the past few years (looming teacher shortage) some teachers have bypassed the initial HR screening and have gone directly to an interview with the principal at a school
Some exceptions have been made to hire potential teachers who do not hold a brevet (teaching licence) Math/Science Teachers
It has been increasingly more difficult to hire teachers with qualifications in Science and Mathematics
Hiring PracticesBreakout Activity #1
Although traditionally reserved for administrators, the area of teacher recruitment and hiring is very important to teachers.
There are many steps in recruiting and hiring: Reading and screening of resumes Creating and adapting interview questions Conducting interviews Contacting references Reviewing portfolio and videos Deliberating about candidates Deciding on whether or to hire or not hire a potential
candidate
Hiring Practices- Breakout Activity #1
Do you think teachers should participate in some or all of these activities?
Is this a worthwhile activity for teachers to partake in?
Teacher Retention
Many feel the problem is not in recruiting teachers but in keeping them
Many teachers leave the profession within the first five years
This is a problem in our province, country, and North America
Problems that Arise when Retention is low Difficult to develop sense of community
Difficult to track student’s progress
Difficult to implement programs, and develop School Based Leadership
Poor working conditions contribute to low job satisfaction
NORTH AMERICAN A bureaucratic jungle Out of Pocket expenses for
classroom management Unsafe school Unruly Students Menial Duties and chores Weak and rigid curriculum, Too much paperwork and
testing Left out of information Loop
INTERNATIONAL Time constraints Excessive workload Low Salaries Insufficient resources Large classes Lack of involvement in decision
making Lack of collegiality and a sense of
school community Problems with student discipline Few Opportunities for promotion
and advancement
Ways to Increase Retention
Workshops Mentoring Increase Professional Learning Communities
and School Based Leaderships Preferential schedules What ideas do you have on how to increase
teacher retention?
What is the purpose of the evaluation? To assess the performance of the teacher and to
identify potential for development Performance appraisal is an essential tool for
promoting excellence in education thereby creating a positive stimulating learning environment for students
What is the purpose of the evaluation? The process is to be used as a tool to facilitate
discussion between the administration and the teacher in order to ensure that we continually strive for excellence in the teaching ranks
To this end, the EMSB uses both formative and summative evaluations
Do teachers have to be evaluated every year? All new teachers (contract/non-tenured teachers)
working in a school need to be evaluated for two consecutive years
All new non-tenured beginning teachers must be evaluated for two consecutive years for the purpose of probation/Brevet requirements.
All teachers are initially convened to a meeting where the process of evaluation is explained
Evaluation rubric is given to teachers in advance so that teachers know exactly how they will be evaluated
First visit is scheduled and must be done by November 15th
What are the procedures and deadlines? If performance is not satisfactory- 2 additional visits must
be done by January 31st Teachers are informed of a 2nd unscheduled visit which
must be done by Feb 15th A report is then drafted, a self evaluation report is also
drafted by the teacher A meeting is scheduled with teacher to go over the
content of the report Report is submitted to the Human Resource Department Teachers are encouraged to develop a portfolio both for
persona; and professional growth and for classroom planning and practice
Frequently Asked Questions
Why do non-tenured teachers have to be evaluated every year (for 2 years) when all
their previous evaluations have been positive?
If a problem arises and the School Board has not followed the proper procedures, then the SB has no legal recourse for non-reengagement
In order to be placed on the priority of employment list, a satisfactory evaluation is necessary
Frequently Asked Questions
Are tenured teachers evaluated? Yes, ideally, every 7 years, tenured
teachers are evaluated in a similar manner as non-tenured teachers
Very little can be done if a tenured teacher has an unsatisfactory evaluation
Evaluation Practices
Lester B. Pearson Uses Pathwise to evaluate new teachers
This is also used by Universities to evaluate student teachers (except McGill)
Teachers are evaluated using various domains using a rubric. (unsatisfactory, Basic, Proficient, Distinguished)
Domains
There are 4 Areas where Teachers are Evaluated:
Planning and Preparation The Classroom Environment Professional Responsibilities Instruction
Domain 1: Planning and Preparation Demonstrating Knowledge of Content and
PedagogyKnowledge of ContentKnowledge of Prerequisite RelationshipsKnowledge of Content-Related pedagogy
Assesses student LearningCongruence with Instructional GoalsCriteria and StandardsUse for Planning
Domain 1: Planning and Preparation Demonstrating Knowledge of Students
Knowledge of Characteristics of Age GroupKnowledge of Students Varied Approaches to
LearningKnowledge of Student’s Skills and KnowledgeKnowledge of Student’s Interest and Cultural
Heritage
Domain 1: Planning and Preparation Selecting Instructional Goals
ValueClaritySuitability for Diverse StudentsBalance
Demonstrating Knowledge of Educational ResourcesResources for TeachingResources for Students
Domain 1: Planning and Preparation Designing Coherent Instruction
Learning Activities Instructional Materials and Resources Instructional GroupsLesson and Unit Structure
Domain 2: The Classroom Environment Creating an Environment of Respect and
RapportTeacher Interaction with StudentsStudent Interaction
Establishing a Culture for Learning Importance of ContentStudent Pride in WorkExpectation for Learning and Achievement
Domain 2: The Classroom Environment Managing Classroom Procedures
Management of Instructional GroupsManagement of TransitionsManagement of Materials and SuppliesPerformance of Non-instructional Duties
Managing Student BehaviourExpectationsMonitoring of Student BehaviourResponse to Student Behaviour
Domain 2: The Classroom Environment Organizing Physical Space
Safety and Arrangement of FurnitureAccessibility to Learning and Use of Physical
Resources
Domain 3: Instruction
Communicating Clearly and AccuratelyDirections and ProceduresOral and Written Language
Using Questioning and Discussion TechniquesQuality of QuestionsDiscussion TechniquesStudent Participation
Domain 3: Instruction
Engaging Students in LearningRepresentation of ContentActivities and AssignmentGrouping of Students Instructional Materials and ResourcesStructure and Pacing
Domain 3: Instruction
Providing Feedback to StudentsQuality: Accurate, Substantive, Constructive,
and SpecificTimeliness
Demonstrating Flexibility and ResponsivenessLesson AdjustmentResponse to StudentsPersistence
Domain 4: Professional Responsibilities Reflecting on Teaching
AccuracyUse in Future Teaching
Maintaining Accurate RecordsStudent Completion of AssignmentStudent Progress in LearningNon-Instructional Records
Domain 4: Professional Responsibilities Communicating With Families
Information about the Instructional Program Information about individual students Engagement of Families in the Instructional Program
Contributing to the School District Relationships with Colleagues Service to the School Participation in School and District Projects
Domain 4: Professional Responsibilities Growing and Developing Professionally
Enhancement of Content Knowledge and Pedagogical Skill
Service to the Profession Showing Professionalism
Service to StudentsAdvocacyDecision Making
Teachers are also judged on the following aspects: Bilingualism Judgement Computer Skills Hygiene Academic Credentials Experiential Credentials
Possible Results of Evaluation
Based on the results Principals can choose do one of the following:
Satisfactory Evaluation (no more evaluations during that academic year)
Express some concerns and suggest a 2nd evaluation
After two evaluations the principals can confirm a negative evaluation
Questions for Discussion
“While it is true that the actual evaluation of teacher performance is an administrative function, it is
strongest when teachers are actively involved in self-assessment and analysis of their own teaching”
(Danielson & McGreal, 2000)
Should teachers be involved in teacher evaluation? If so, how do you see their roles and responsibilities? Should teacher mentoring and coaching be linked to
teacher evaluation?
Discipline Measures
They are common to all boards Agreed upon by the unions through
contract negotiations
Discipline Measures
Is there a process for issuing warnings and reprimands?
Yes, discipline should be progressive and always with an intent to correct a certain behaviour
Why issue a disciplinary measure?
To correct the unsatisfactory performance or offending behaviour of an employee
To respect the working environment of fellow employees
To enable the School Board to defend its decision before an arbitrator (build a case/file)
In what form should the disciplinary measure be? Verbal warning Written warning Written reprimand Suspension without pay (1-5 days) in extreme
cases only Lengthy suspension (cannot exceed more than
20 days) Dismissal
When is a letter of warning issued? A warning should be issued only after
there have been at least one or two verbal warnings/discussion.
If the offence is of a minor nature
When is a letter of reprimand issued? A reprimand should be issued only after
there have been one or two written warnings
Or for a first time “grave” offence i.e. violence, gross misconduct or insubordination
What needs to be done before issuing the disciplinary measure?An investigation must be done.This will include: Analysis of all the facts Context of the infraction Any mitigating circumstances need to be
investigated Prohibitive circumstances need to be
investigated
Important to Remember
All disciplinary measures must originate from the School Board or Administrator in accordance with a certain set of procedures.
If these procedures are not followed, then the disciplinary measure is not legally binding and an arbitrator will not consider the case.
What is the Procedure for Issuing the Disciplinary Measure?
Every employee receiving the disciplinary measure must first be summoned to a meeting where the disciplinary measure will be issued.
The employee must receive a written notice at least 24 hours before the meeting. The content of the notice must specify the subject to be discussed. (example of sample letters)
The employee summoned for disciplinary reasons is entitled to be accompanied by a union rep.
What is the Procedure for Issuing the Disciplinary Measure? The union rep should be released from
his/her teaching duties to attend the meeting.
The letter of warning, reprimand or suspension is given to the employee in question and a copy must be forwarded to the union.
What is the Procedure for Issuing the Disciplinary Measure?
The employee must countersign the letter for the sole purpose of acknowledgement
If the employee fails to countersign the letter, another person must sign to acknowledge receipt
In the event that an employee not show up for the disciplinary meeting, the countersigned letter shall be sent to the employee by registered mail, by fax or hand delivered by a bailiff
What is the content of the disciplinary letter? Every letter must have the following information:
Previous infractions Description of the infraction Expectation & employee support The choice of the discipline measure if any
(suspension, dismissal, etc) The positive aspect of the discipline measure The serving of the letter
We have included some sample letters on Web Ct
Frequently Asked Question…….
What happens if there is no corrective measure in response to the letter of
warning? A letter of reprimand is issued (more severe
letter)
We have posted Sample Letters of Reprimand for you to look at on Web CT
What happens to the letters of warnings/reprimands? Letters of warnings are placed in
employees personal file for 100 work days, then removed
Letter of reprimands are placed in employees personal file for 200 work days, then removed
Any employee may request to see his/her personal file
When is a dismissal issued?
A school board may only terminate an employee’s contract of engagement for one or more of the following reasons:
Incapacity (incapable of performing his/her duties)
Negligence (lack of proper care/attention) Insubordination (defiant) Misconduct (unprofessional conduct) Immoral behaviour
Works Cited: www.nsdc.org/library/publications/results/res12-
02spar.cfm http://www.nea.org/teachershortage/recruitretent
ionguide.html http://books.google.com/books?hl=en&id=brjKby
KsMrAC&dq=teacher+retention&printsec=frontcover&source=web&ots=J6Q5A9-569&sig=pVOURvLdinZPYHKu25b9sgEhBRA#PPA4,M1
Pathwise