3. Organizational Missions
Our Mission
To nurture every child as an Ventures for Excellence
individual; Commitment
Professionals educating,
equipping, serving, and supporting
To empower every child as a
professionals to build significant
learner; and sustained impact and legacies.
To inspire every child to
become a contributing member
of the community.
5. Selection & Hiring Process
for all employees, (teachers, administrators, frontline
support staff)
On-line application (information, essay
responses, on-line computer assessment)
In-person interview with principal (structured
for all teacher candidates)
Team input at building level (unstructured)
In-person interview with district administrator
(structured for all candidates - all categories)
Recommendation to Superintendent
Approval by the Board of Education
6. Selection Process
Style Profile
Builder On
Line
Application,
essay, resume B22 Structured
review Interview
Reference Checks C30
Structured Interview
Reference Checks
Right
Talent &
Fit
7. Style Profile
Builder On
Line Application,
essay, resume
review B22 Structured
Interview C30
Reference Structured
Checks Interview
Reference Checks
300 Applicants
45 Applicants 15 6-8 1-3 Right
Respond to posting
remain Applicants Applicants Applicants Talent &
remain remain remain
Fit
Screened out Screened out Screened out Screen out 20-
85% 30% 40-50% 40%
8. Themes of Excellence
Predictive Excellence in Life Themes:
Purpose
mission, positive nature, etc.
Relationships
communication, personable
Teaching & Learning
objective, lesson design
Specialty Areas
diversity, accountability
9. How many interviews?
969 Structured Interviews since 2006
526 "Form B-22" teacher interviews
164 "Form C-30" teacher interviews
279 Other
[Administrator (71), Frontline Support Staff (156),
General Screener interviews (52)]
10. Research
Retention Rates - One "metric" or measurement
Teachers in Year One to Year Two
2005-2006 80% (loss of 1 out of every 5 teachers from
year one to year two)
2008-2009 94% - major improvement in retention after
four years of structured selection process based upon
research, shared committment, training, support, and
predictive themes of excellence
12. Research
Predictive Validity
We conducted a predictive validity study in which we
used job applicants’ scores from the C-30 and
principals’ ratings of their performance two years
after they were selected.
There is a strong significant correlation between
teachers’ C-30 scores and the principals’ ratings of
their performance.
This means that scores from the C-30 interview do
predict future teacher performance, and so it is
useful as a selection tool.
13. How many selected & hired?
221 Teachers Selected and Hired since 2006 using
a structured selection process
111 Teachers Using both Form B and C
188 Teachers Using the Form B-22 (since 2006)
144 Teachers Using the Form C-30 (since 2008)
14 Administrators since 2008
75 Frontline Support Staff & "other" since 2007
14. Summary Statements
More than 200 teachers selected using structured
selection process over past four school years (07-
08 -09-10)
Administrative/Leadership professional
development and shared values
Consistent practices - selection of excellence
Four year longitudinal research project - multi-
faceted, selection instruments, observational data,
correlations, comparisons, relationships, planning
Positive trends in student growth & achievement
15. Pursuit of Excellence
Staff Selection in North Shore
School District 112
Michael Lubelfeld Ed.D.
Assistant Superintendent
