Transcript Matching the right teacher to the right job

Matching the Right Teacher
to the
Right Job
From career office to school district
AAEE National Conference
November 10, 2009
Educator Supply and Demand in the United States
Research from the American Association for Employment in Education
www.aaee.org
• For almost 75 years, the American Association for Employment in
Education, Inc. has focused on advocating for university career
centers and school system HR offices as strategic partners in
“staffing excellence for the world of education.” AAEE is the only
international association directly linking the two vital components
of education staffing—school districts and colleges. AAEE provides a
range of services and publications to members and nonmembers.
Our work is designed to facilitate the preparation, recruitment,
induction, mentoring, and retention of educators—all vital steps to
help students, our future leaders.
• The current study marks the 31st year that AAEE has conducted this
educator supply and demand research. In recent years, we have
observed rather significant shifts in the education marketplace.
Factors Affecting Supply of Educators
AAEE Supply and Demand 2007 Report
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Factors Affecting Supply of Educators,
cont.
5.00 - 4.21 = Significant Positive Influence
4.20 – 3.41 = Moderate Positive Influence
3.40 – 2.61 = Midpoint – small direction of
positive or negative
2.60 – 1.81 = Moderate Negative Influence
1.80 – 1.00 = Significant Negative Influence
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Career shifts - (into ed.) 3.51
Alt. Certification/Licensure 3.39 •
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Teacher benefits 3.30
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Distance Learning TEd 3.19
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State Funding 3.16
Amount of Teacher Influence 3.11 •
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Local Funding 3.06
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Federal Funding 3.04
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Hiring of retirees 3.00
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Foreign teachers 2.97
Economic Conditions 2.90
Working Conditions 2.87
Amt. of Adm. Support 2.86
Teacher salaries 2.82
Student Motivation 2.81
Postponed Retirement 2.80
Local Board Policies 2.79
School Safety 2.75
Career shifts (out) 2.71
Amt. of Teaching Time 2.69
State Mandates 2.64
Classroom Intrusions 2.63
Testing of teachers 2.52
Federal Mandates 2.52
Discipline Problems 2.21
Factors Affecting Demand for Educators
AAEE Supply and Demand 2007 Report
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Factors Affecting Demand for Educators
5.00 - 4.21 = Significant Positive Influence
4.20 – 3.41 = Moderate Positive Influence
3.40 – 2.61 = Midpoint – small direction of
positive or negative
2.60 – 1.81 = Moderate Negative Influence
1.80 – 1.00 = Significant Negative Influence
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Growing Student Pop.
Early Retirement
Routine Retirement
Class Size – decreasing
Ltd. Eng. Prof. Students
Federal Funding
Local Board Policies
3.60
3.45
3.40
3.32
3.26
2.98
2.98
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State Mandates
State Funding
Local Funding
Class Size increasing
Postponed Retirement
Federal Mandates
Declining Student Pop.
2.92
2.91
2.90
2.77
2.73
2.68
2.42
Availability of Minority Candidates
Copyright 2007. AAEE, Inc.
Between 2005 and 2007, “… Minority student
enrollment ineducation increased only
1 to 5% in a fifth or less
of the schools of education
and not at all in most schools.”
Regional and State Organizations
• Forming and/or being involved with proactive
groups can help you understand and find the
candidates you need. Being part of these
groups or, at least, keeping in contact with
them can also help you place candidates.
Cleveland Area Minority Educators Recruitment Association
http://www.cameracleve.com
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The twenty (20) educational agencies in Northeast Ohio that comprise the
Cleveland Area Minority Educators Recruitment Association (CAMERA) seek to
hire teachers who are sensitive and responsive to student needs in a culturally
diverse school environment. The districts provide a range of teaching
opportunities - large and small schools with diverse student bodies fostering
strong community support. These districts offer competitive salaries and
benefits. CAMERA is dedicated to working together to enhance diversity within
our schools. Submitting your reservation form automatically makes you a
prospective applicant in each of our CAMERA districts / agencies.
MISSION
To identify, recruit and support minority educational professionals for the
Cleveland Area Minority Educators Recruitment Association member agencies.
PURPOSE
Develop coordinated recruitment and retention of qualified minority educators
that will enable member agencies to diversify their faculty more effectively and
economically.
Inroads to Teacher Licensure Award
http://www.cameracleve.com/Scholarships.html
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Purpose:
The Cleveland Area Minority Educator Recruitment Association (C.A.M.E.R.A.) Inroads to Teacher Licensure Award
provides financial support to minority individuals who are pursuing Ohio Department of Education (ODE)
accredited college course work towards obtaining teacher licensure.
Qualification Requirements:
* You have satisfactory experience in a C.A.M.E.R.A. member district as an employee, volunteer, student, or
student teacher; and
* You have a Bachelor's Degree or a Master's Degree in another discipline and are near the completion of teaching
licensure requirements; or
* You have an out-of-state teaching credential and additional course work is required for Ohio licensure; or
* You are currently teaching a career or technical class and working towards a teaching licensure at the Northeast
Ohio Vocational Educational Personnel Development Center at Kent State University; or
* You are a junior or senior in college and can provide written proof that you have been accepted into the College
of Education and are pursuing coursework to obtain teacher licensure from an ODE accredited college or
university.
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Please note: The C.A.M.E.R.A. Licensure Award does not support graduate degrees.
The Ohio Minority Recruitment Consortium (OMRC) is a standing
committee of the Ohio Association of School Personnel
Administrators (OASPA). The OMRC has been in existence for over
twenty-five years. Membership in the OMRC is voluntary.
The underlying function of the OMRC is:
Providing a forum for interested colleges/universities, private and
public school districts, community agencies, groups and individuals,
and state agencies who are interested in working on the issues of
the decreasing diversity of Ohio's teaching force, the increasing
diversity of student populations, the recruitment of people of color
and of persons from underrepresented populations into the
teaching force, closing the achievement gap between students of
color and white students, and the new Ohio Department of
Education standards for teachers.
On-Line Job Boards
• Viewing and advertising on national job
boards is one way to link candidates and jobs.
http://www.teacherjobs.com/
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We help you find teaching jobs in your area of expertise. We have successfully matched more than 12,000
candidates with jobs.
Keep in mind that the employers who use our service are serious about hiring. Therefore, we ask that you
are serious about accepting a job before filling out the required information.
Quick & Easy Sign-up Process
1. Complete our Teacher Qualification Form which gives a great summary of your teaching experience and
desires.
2. Complete the "How will I affect the lives of the children in my classroom?" section. This self written
paragraph will give schools a special insight to your classroom persona.
3. Upload your resume and other credential documents. Schools appreciate the fact that you can provide
documents through our website for their immediate review and decision making.
Your credentials and preferences are matched with available job openings by schools using our website.
Likewise, with our 1-Click apply button you can quickly and easily apply for jobs once you have registered
with Teacherjobs.
Schools will contact you directly for queries of interest and interviews. Simply by uploading your
documents and filling out the required information, schools will immediately have your credentials at the
time they are hiring.
Be at the right place at the right time
http://www.schoolspring.com/
• SchoolSpring.com is an easy, dynamic, and effective way for new
and experienced educators to apply for teaching jobs today...and
it's FREE! What makes SchoolSpring.com unique is that we scour
the web for job postings from around the country and bring them
together in one easy search. This saves job seekers the time of
searching for jobs on dozens of state and other teaching job web
sites. Job seekers can sign up to receive free email alerts when new
jobs are posted and apply online to jobs posted directly on the
SchoolSpring Network. SchoolSpring makes the application process
easier by providing a common application - fill out your information
once, submit your transcripts and reference letters once, and apply
to many employers, only needing to answer specific employer
questions when requested! Learn more
http://www.teachers-teachers.com/school-jobs.cfm
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The Right Choice
Welcome to Teachers-Teachers.com - education's premier recruitment service! Our
website is designed to help you quickly and efficiently find the ideal teachers,
administrators, and related services personnel for your school or school system.
Budget-Wise
Save time and money in your effort to recruit quality educators. For an affordable
yearly fee, you can post an unlimited number of education positions, search our
resume database and hire an unlimited number of educators.
Easy to Use
Quickly search our database of more than 655,000 candidates by geography,
discipline and experience level to fill your teaching positions. We specialize in
helping districts fill the following critical shortage areas: English, math, science,
special education and speech pathology.
Free Preview
Start now with a Free Preview. Tell us what type of position you are trying to fill
and instantly see the resumes of real candidates who are interested in careers in
teaching in your state.
• http://www.educationamerica.net/
http://k12jobspot.com/
Did you know?
• An average of 5,000 jobs are posted to K12JobSpot.com
• K12JobSpot.com averages 3700 unique job seekers each month
• Has more education job vacancies than any other national job
board
K12JobSpot - Overview
• K12JobSpot energizes the education community by connecting
talented individuals with positions in exceptional organizations.
• K12JobSpot was developed by General ASP, the company behind
AppliTrack, as a way for AppliTrack users to advertise vacancies on a
national level. With thousands of education job seekers visiting
K12JobSpot.com each month, you can be sure that your jobs are
being seen by the right people!
http://k12jobspot.com/
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K12JobSpot.com is free for all education job seekers. Unlike other job boards serving the education
market, K12JobSpot.com does not require a job seeker to register or sign-up in order to access the
job postings. Therefore, K12JobSpot.com visitors have immediate access to all jobs once they visit
the site.
Job seekers can search for positions by geographic location, job type, keywords, date posted, and
employer and view the results on a map. Visitors may also complete an online application and
upload all of their supplemental materials- cover letter, resume, transcripts, certification, and
letters of reference- so that their entire application file may be sent electronically to the hiring
managers within the school to which they are applying, directly from K12JobSpot.
"K12JobSpot.com will provide an easy way for someone to apply for a job in the field of education.
In light of these tough economic times, we hope that this free resource will help those individuals
looking for a career in education find their perfect job," said Abe Reese, President and Founder of
General ASP.
"I have used several other education job boards throughout my search for a job in education and
have yet to come across any site as easy to use, and as full of great opportunities, as
K12JobSpot.com," said Lisa Fields, an education job seeker and resident of Chicago, Illinois.
Currently, over 1000 school organizations throughout the country post their vacancies on
K12JobSpot.com.
Fraternities and Sororities
• Knowing about social organizations is one way
to help you find the candidates you need.
National Association of Latino Fraternal Organizations
http://en.wikipedia.org/wiki/National_Association_of_Latino_Fraternal_Organizations
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Alpha Pi Sigma
Sorority 3/10/1990, San Diego State
University
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Alpha Psi Lambda
Fraternity 2/11/1985, Ohio State University
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Chi Upsilon Sigma
Sorority 4/29/1980, Rutgers University
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Gamma Alpha Omega
Sorority 1/25/1993, Arizona State University
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Gamma Phi Omega
Sorority 4/17/1991, Indiana University
14
Gamma Zeta Alpha
Fraternity 12/3/1987, CSU, Chico
16
Kappa Delta Chi
Sorority 4/6/1987, Texas Tech University
36
Lambda Alpha Upsilon
Fraternity 12/10/1985, SUNY, Buffalo
12
Lambda Pi Chi
Sorority 4/16/1988, Cornell University
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Lambda Pi Upsilon
Sorority 11/6/1992, SUNY, Geneseo
14
Lambda Sigma Upsilon
Fraternity 4/5/1979, Rutgers University
53
Lambda Theta Alpha
Sorority 12/1975, Kean College
116
Lambda Theta Nu
Sorority 3/11/1986, CSU, Chico
37
Lambda Theta Phi
Fraternity 12/1/1975, Kean College
100
Lambda Upsilon Lambda
Fraternity 2/19/1982, Cornell University
66
Omega Phi Beta
Sorority 3/15/1989, SUNY, Albany
25
Phi Iota Alpha
Fraternity 12/26/1931, Rensselaer
Polytechnic Institute
53
Sigma Iota Alpha
Sorority 9/29/1990, SUNY and Rensselaer
Polytechnic Institute
38
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Sigma Lambda Beta
Fraternity4/4/1986, University of Iowa
115
Sigma Lambda Gamma
Sorority 4/9/1990, University of Iowa
117
Sigma Lambda Upsilon
Sorority 12/1/1987, Binghamton University
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Welcome to Black Greeks
http://www.squidoo.com/blackgreeks
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National Headquarters Websites for the Divine Nine Black Greeks
Alpha Phi Alpha Fraternity, Inc.
Alpha Phi Alpha main site
Alpha Kappa Alpha, Inc.
Alpha Kappa Alpha main site
Kappa Alpha Psi Fraternity, Inc. Home
Kappa Alpha Psi main site
Omega Phi Psi Fraternity, Inc.
Omega Psi Phi main site
Delta Sigma Theta Sorority, Inc.
Delta Sigma Theta main site
Phi Beta Sigma Fraternity, Inc.
Phi Beta Sigma main site
Zeta Phi Beta Sorority, Inc.
Zeta Phi Beta main site
Sigma Gamma Rho Sorority, Inc.
Sigma Gamma Rho main site
Iota Phi Theta Fraternity, Inc.
Iota Phi Theta main site
Welcome to Black Greeks
http://www.squidoo.com/blackgreeks
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Other Notable Black Greek Lettered Organizations or Fraternities/Sororities
There Are Others Beyond The Divine Nine
Sigma Pi Phi | History of the Boulé The Boule.
Groove Phi Groove Social Fellowship, Inc.® National Hdq.: National History
HISTORY AND PURPOSE roove Phi Groove Social Fellowship, Inc. was founded at Morgan State College (now Morgan State University)
on October 12, 1962 by fourteen daring young Black American men who felt the need to create an innovative organization to change
the way we think about brotherhood. Thus, Groove Phi Groove was established.
ALPHANUOMEGA.ORG
The brothers and sisters of Alpha Nu Omega Inc. hold to God's promise of membership growth and leadership in ministry. This will
come through spiritual growth, which is found by walking in the Spirit and pressing toward the mark of the prize of the high calling of
God in Christ Jesus. (Phillipians 3:14)
Phi Omicron Psi Fraternity Incorporated National Website
Fraternal History On February 16, 1986 Phi Omicron Psi Fraternity Incorporated was founded on the campus of Virginia Commonwealth
University by Kevin Watson, Clinton Rogers, Jr., and Anthony Jones. Phi Omicron Psi was started nether to humiliate, outdo, or impose
harsh feelings towards one, or any Fraternity on the campus of Virginia Commonwealth University or else where, nor was it created to
be looked upon and treated as a lesser organization. It was their hope that through a non-physical hazing commitment, others would
follow to help make blacks more unified not only on the campus of VCU, but other campuses alike. In April 1986, Phi Omicron Psi was
chartered and incorporated through the state of Virginia.
Phi Delta Psi Fraternity History
On March 21, 1977 on the campus of Western Michigan University, in Kalamazoo, Michigan, the winds of fraternal change were born.
Phi Delta Psi Fraternity, Inc. was founded on the principles of eternal honor, perseverance, leadership, achievement and brotherhood.
Phi Rho Eta Fraternity, Inc. - About Us
On August 22, 1994, the conception of Phi Rho Eta Fraternity, Inc. was given light at Southern Illinois University. A brotherhood created
with the purpose of ameliorating the host of social diseases that have plagued our communities for far too long, Phi Rho Eta Fraternity,
Inc. has worked relentlessly to establish itself as a brotherhood committed in purpose and action to transforming the plight of AfricanAmericans everywhere.
Congratulations to Alpha Kappa Alpha Sorority,
Incorporated on 100 Years of Dedicated Service!
Candidate Screeners
• To narrow the field of candidates, many
personnel offices use screeners. However, not
all agree that these instruments help.
TeacherInsight™
http://www.gallup.com/consulting/education/22093/teacherinsight.aspx
• TeacherInsight helps you hire the best teachers -- fast. Based on more
than 30 years of research into the talents of the very best teachers,
TeacherInsight provides a quick, effective way to source and assess a large
volume of applicants. This innovative selection tool allows you to:
• identify more teacher candidates like your best teachers
• increase the speed of assessing applicants
• reduce staff time spent interviewing applicants - and the associated costs
• focus valuable district staff time on recruiting candidates
• keep your HR office open 24/7
• Moving beyond knowledge and skills, TeacherInsight assesses the talents
that result in teacher excellence that are difficult or nearly impossible to
teach. The TeacherInsight assessment comes from qualitative and
quantitative approaches with outstanding teachers and follow-up
quantitative predictive validity studies. Consisting of multiple choice and
Likert items in a Web-based assessment, TeacherInsight complies with all
EEO guidelines.
Teacher Screening Debated
Districts place more value on applicants' values, but some say online test is too
subjective
By JAY PARSONS / The Dallas Morning News
• “… School officials say Gallup's service offers an efficient method to
winnow applicants to a manageable number for in-person
interviews. They typically start with those scoring in the top quarter
of Gallup's TeacherInsight test. …
• But critics say that there's little evidence linking teachers' test
scores to student achievement and that there's no universal
agreement on the qualities of a good teacher.
• "This is valid as one consideration, but when it has a gatekeeper
function, it colors the candidate pool by excluding people who
possess other kinds of strengths," said Scott Metzger, an assistant
professor of education at Penn State University.
• Dr. Metzger said his research shows that Gallup's formula heavily
favors empathy over authority and doesn't factor in a teacher's
subject knowledge. …”
•
http://www.dallasnews.com/sharedcontent/dws/dn/education/stories/DNgallup_26wes.ART.State.Edition2.206aa5e.html
http://www.proteacher.net/discussions/showthread.php?t=73038
Texas Teacher Insight Interview
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nameless1
Guest
Texas Teacher Insight Interview
03-07-2008, 03:07 PM
#1
I am in the process of putting in my application with several districts in the Houston, Texas area for a position in the fall. Two
of the districts I am applying to require this online Teacher Insight Interview. I think it may also be called Gallup. Has anyone
heard of this? I looked online and it says its a test to recruit the best teachers that takes 45 minutes to complete. Do any
Texas teachers know what kind of questions are asked in this online interview? I've never heard of an online interview
before. Of course I have to interview in person as well, but am concerned I might not do well on this online interview.
nameless1
Kerri M
Member
Joined: Jul 2007
Posts: 258
nothing to worry about
03-07-2008, 03:21 PM
#2
It's not really an interview, it's more like a personality test. It doesn't really take 45 minutes, more like 20-30, and once you
take it you don't have to do it again, it can transfer between districts. It just asks a bunch of random questions basically to
gather how you time manage, what your stress level is like, how well you work with others etc. I guess there are probably
right and wrong answers, but you would never know. I wouldn't sweat over it, just answer the multiple choice questions to
describe you the best and that's all you can really do.
http://www.proteacher.net/discussions/showthread.php?t=73038
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teach613
New Member
Joined: Mar 2008
Posts: 4
Texas help
04-02-2008, 01:35 PM
#9
I am from out of state and will be graduating in may and looking to move to Texas. Right now I am going through the all the
application process and I just took the Teacher Insight test. It basically was just questions about your personality. I felt like
they asked the same question 5 times in different ways probably to see if you are consistent.
But it's very stressful trying to get a teaching job in general and then trying to apply as out of state.
Any advice for becoming a teacher in Texas. how to land an interview, good districts?
Any help would be great!??!?!?
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teach613
View Public Profile
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cmac
Guest
Insight counts for more than you think.
04-29-2009, 10:18 AM
#10
The Teacher Insight interview may count for more than you think. It is used in a district where my husband is an assistant
principal, and they definitely might not consider interviewing someone who scores low. I know of some who have scored
low even though they are perceived as good teachers, so it is a bit subjective. Unlike some who have said not to sweat it,
from what I've heard you definitely should sweat it and consider what might be the 'right' answer in an administrator's mind.
BTW, you wont ever be able to find out your score, only the principal sees it and he/she may tell others on the intervioew
committee what it is.
POLARIS educational systems inc.
http://www.polarismatch.com/sitemap.aspx
Polaris Educational Systems provides pre-employment assessment
tools and services to K-12 school systems that are effective,
straightforward to administer and extremely cost effective. The
Position Fit Inventory for Teachers is the first in a series of
educational selection tools to be offered by PES. Additional tools
and services are scheduled for introduction in 2009.
The Position Fit Inventory for Teachers is:
• Web-based…with optional paper-and-pencil administration
• Quick to administer… about 20 minutes
• Highly predictive… effective in predicting teaching performance
• Adaptable and flexible…capable of integrating with most applicant
tracking systems and easy to administer in districts utilizing paper
applications.
The Haberman Foundation
The Star Teacher Pre-Screener
http://www.habermanfoundation.org/StarTeacherPreScreener.aspx
• Eliminating Teacher Turnover and Avoiding
Deselection
The interview has been researched and replicated
for over three decades by Dr. Martin Haberman,
Distinguished Professor of Education at the
University of Wisconsin in Milwaukee. Dr.
Haberman recently described the characteristics
of successful teachers for children and youth in
poverty in Kappa Delta Pi’s all-time best seller,
Star Teachers of Children in Poverty.
Non-Verbal Communication
• Now that you have found your candidates,
their non-verbal communication will help you
decide whether to make them an offer.
Job Search Skills: Non-Verbal
https://www.cco.purdue.edu/Student/JobSearchSkillsNonVerbal.shtml
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You want to make a good impression when you interview. While you definitely
want to do the necessary preparation in terms of background information about
the employer and yourself and what you will verbally communicate in an
interview, it is equally important to think about the non verbal clues which are
given during an interview.
Non verbal clues include things such as dress, personal grooming, eye contact,
handshake, posture and gestures. What you say through the non verbal messages
you are transmitting can be just as important as what you say during the interview.
The employer will develop an impression of you from the first time that they meet
you, thus making the non verbal impressions the first impression you make.
If the employer has not told you otherwise, it is always a good approach to dress
professionally for a job interview. For men, that would be a business suit, shirt and
tie. For women a business suit, with a skirt or slacks and blouse would be
appropriate. Shoes should match the suit and be a reasonable height and style for
women. Keep jewelry to a minimum.
Personal grooming is very important. Be neat and clean. Do not overwhelm the
recruiter with perfume or deodorant scents.
Maintain eye contact throughout the interview, including from the time that you
first greet the recruiter. It is important that you look directly at the recruiter and
not at the floor or wall.
Tips for Understanding Nonverbal Communication
By Susan M. Heathfield, About.com
http://humanresources.about.com/od/interpersonalcommunicatio1/a/nonverbal_com.htm
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Recognize that people communicate on many levels. Watch their facial expressions, eye
contact, posture, hand and feet movements, body movement and placement, and
appearance and passage as they walk toward you. Every gesture is communicating something
if you listen with your eyes. Become accustomed to watching nonverbal communication and
your ability to read nonverbal communication will grow with practice.
If a person’s words say one thing and their nonverbal communication says another, you are
wont to listen to the nonverbal communication – and that is usually the correct decision.
Assess job candidates based on their nonverbal communication. You can read volumes from
how the applicant sits in the lobby. The nonverbal communication during an interview should
also elucidate the candidate’s skills, strengths, weaknesses, and concerns for you.
Probe nonverbal communication during an investigation or other situation in which you need
facts and believable statements. Again, the nonverbal may reveal more than the person’s
spoken words.
When leading a meeting or speaking to a group, recognize that nonverbal cues can tell you:
--when you’ve talked long enough,
--when someone else wants to speak, and
--the mood of the crowd and their reaction to your remarks.
Listen to them and you’ll be a better leader and speaker
Thank You
• Presentation by
– Bill Trost, General ASP Consultant, Past Chair of
the Ohio Minority Recruitment Consortium, and
Part-time Professor at Cleveland State University
– [email protected]