Welcome

Selection Competency Driver

Thanks to State Implementation & Scaling-up

of Evidence Based Practices

Scaling-UpOregon

Kathleen Ryan Jackson, D. Ed.kmj@uoregon.edu

Erin A. Chaparro, Ph.D.echaparr@uoregon.edu

Oregon Scaling-Up EBISS http://ebissscalingup.blogspot.com/

Eugenia Coranodo for Technical Assistanceeugeniac@uoregon.edu

Scaling-UpOregon

Knowledge Check

What is the purpose of the selection driver?

Identify a few best practices used to implement the selection driver.

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Competency Coaching

Training

Selection

Implementation Drivers

© Fixsen & Blase, 2009

Performance Assessment (Fidelity)

OrganizationSystems Interventions

Decision Support Data SystemsFacilitative Administration

Selection Competency Driver

Developing CapacityIncreasing Knowledge and Skills

Recruitment & Selection

Purposes of Recruitment and Selection

• Select for “teachable”• Make expectations explicit• Improve retention

• Mutual selection• Screen for pre-requisites

Recruitment & Selection

Best Practice

• Lead person ensures process and criteria are clear– District protocol - transparent process – Interviewers can assess skill and ability of applicants

• Experience sought aligns with district goals and expectations– Select for knowledge/skills required to meet district

EBPs

District Example

Belief Statement

Example: Instructional Leadership Director Posting

While many factors affect student learning, the district's ability to support high-quality teaching in every classroom is essential to realizing that goal.

Explicit Expectation :We seek experienced and successful Instructional Leadership Directors (ILDs). This cabinet level central office position is designed to be a master teacher of principals, helping them increase their instructional leadership capacities as a means of improving teaching and learning in each school.

District Example, cont.

Explicit Expectation:The Instructional Leadership Directors main charge is to utilize best practices in developing instructional leaders by working with principals both one on one and in groups.

District Example, cont.

Reflection

Let’s Chat:Do your job postings convey your district’s beliefs?

Are your expectations explicit?

Have you identified the knowledge and skills to recruit and select...• that will strengthen

implementation of your evidence-based practices and programs?

Recruitment & Selection

Best Practice

• Interactive Interview Process– Seeing is believing• Problem solve vignettes, video scenarios• Data set analysis

– Evaluate ability to• Accept feedback• Ability to change behavior

Reflection

Let’s Chat:What types of data sets and examples could you have interviewee’s analyze?

How could this important interview activity help the interview committee understand a candidate’s ability to analyze data and provide their thinking on next step solutions for your district?

Knowledge CheckWhat is the purpose of the selection driver?

• Select for “teachable”• Make expectations explicit• Improve retention

• Mutual selection• Screen for pre-requisites

Knowledge CheckIdentify a few best practices used to implement the

selection driver

• Interactive Interviewing process• Experience sought aligns with district goals

and expectations• Lead person ensures process and criteria are

clear• Experience sought aligns with district goals

and expectations

Reflection

Let’s Chat:Will your district have the opportunity to recruit and select new employees this year?

What knowledge and skills can you recruit for that would strengthen implementation of your evidence-based practices and programs?

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Final Live Training

April 15, 2014

Eugene Hilton

Thank You

Kathleen Ryan Jackson, D. Ed.EBISS State Coordinator

kmj@uoregon.edu

Erin A. Chaparro, Ph.D.EBISS Director

echaparr@uoregon.edu