In this activity I gathered information on relevant and legal questioning/assessment strategies used in interviewing. I also compiled a list of questions to be used when hiring teachers or administrators.
Reflective Piece: (Evaluate the internship activity by responding to the following questions sequentially. Use each question as a heading. Follow with your response.)
• What did you learn?
I learned that the interviewing process for a new position is critical and extremely important. As a campus principal, it is important to train your staff, if they are helping you choose a candidate for a certain position. In interviews you want to find out as much as you can about the applicant and how they will fit in to the campus culture.
• What still remains a concern?
A concern for is any interviewers helping in finding a suitable person for any position is to make sure the questions you ask are clear, ethical, and legal.
• What do you believe to be the primary strengths you will bring to the principal’s role by completing this activity?
In speaking with two different campus principal’s about the interview process I found that the strategies and questioning used reflected not only the position which was being applied for but the nature in which the campus culture was
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While there are many federal laws impacting education, there are specific laws unique to state and school district policies as well. For this reason, administrators should be aware of the specific policies related to personnel according to the school district’s Board Policy Manual. This manual will reiterate policies set by the Texas Education Code, the Administrative Code, and have citations of case law or other legal references that come from the Texas Association of School Boards Policy Services. Where the state law allows local district discretion or choice, the local policies spell those
Finally, the interview is an important source of information about the candidate. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each candidate receives the same set of questions, which have pre-established answers. NG seems to favor a mix of both approaches. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which candidate will fulfill the needs of the organization.
The two types of questions that I asked were open and closed questions. Open questions are broad in the nature and basically unstructured. Some examples of open questions that I asked are, “How do you respond to conflict?” and “What is your favorite part about Student Affairs?” Closed questions are structured and restricted and they often include several possible answers from which to choose. A couple of closed questions I asked Lacey were “How long have you been Director of Student Involvement?” and “What is the average salary in your career field?” I wanted to ask open and closed questions because I am able to receive a more detail and efficient response from the interviewee. Asking Lacey open and closed questions was beneficial because Lacey provided detailed answers with examples from her personal experiences. One thing that I could had improved on is ask more closed questions instead of open questions. Even though Lacey provided detailed answers, she gave oververbalized answers for a couple of my questions. Oververbalized answers is when you receive an answer that contains too much or more information than you asked for. By creating my interviewing questions and having an agenda, allowed me to take advantage of all opportunities that present themselves during an interview. I received so much information that helped shaped my view about Student Involvement
Interviewing is a procedure which recounts to a controlled situation in which one person asks a chain of questions to another person, relating to a specific field (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 18). Interviewing skills are pivotal in making an interview more effective, as it is an overall judgement of candidate’s capabilities (Interviewing skills, 2002, p. 8). The process of Interviewing is divided into five phases i.e. Introduction, opening, body, closing, and termination (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 144). According to Sommers-Flanagan and Sommers-Flanagan (2008, p. 145-154), introduction also named “initiation”, is the initial phase in which the interviewer explains his role, confidentiality policy, rules and regulations, and the purpose of the meeting. Also a person is put at ease and a short informal talk, develops a therapeutical relationship. Then the opening commences with the first question which is more about the person’s current concern (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 154-160). The body or “exploration” phase is the main section of interview as major information regarding the ...
education. Doing the interview, I had some target questions that I wanted ask. I asked the
The answers below are based on the review of the Wharton School District Principal Evaluation Form.
Trevithick, (2005, p144-145) argue that interview preparation is essential in order to identify the needs and / or expectations of all parties involved. Prior to the interview I was given a scenario which described in detail the background of a service user, Michelle, and the issues that needed to be addressed. Michele’s girlfriend, Charlie had suffered a stroke and was recovering ...
The role of a principal is a vital function of the school. The manner in which a principal performs determines that success of the school. Being in the position as an assistant principal has allowed me to view this role totally different from I did when I was a teacher. I am grateful to intern, full time trusting that I will gain the most out of this experience. However, there are a number of lessons that I have learned within these first quarter of my internship that will vastly impact my leadership as a new leader.
For this assignment I interviewed three constituencies all from Bridgewater State University (BSU). For my constituencies I decided to open a dialogue with a support staff, administrator, and student in an attempt to get a holistic view of the institution both structurally and opinion wise. Before arranging times to meet with each individual I made sure I had clear, concise questions prepared. Each of the Interviewees was asked the same five questions: (1) Can you tell me a bit more about your role/work/studies at Bridgewater State University? (2) What background/ training/skills did you need to be qualified for your current role? (3) What do you enjoy most about your position/studies? (4) Are there things that make BSU special or unique? (5) what would you like to see change for the better in relation to your role on campus? All of
In conclusion, I believe that I can offer a wealth of expertise and experience in contributing towards the continued development of a cohesive, dynamic and collaborative school that focuses on offering outstanding world class learning opportunities for all. I consider myself to be a good role model to students and staff alike and I am committed to leading by example. This, combined with my drive, infectious optimism and commitment to playing a full role within the school beyond those duties set out, make me a strong candidate for the post.
I interviewed a family friend who is a teacher in New Canaan. From doing this interview I learned about the importance of various behaviors within a classroom as well as how to handle situations when a student is misbehaving. In terms of lesson planning, I learned that teachers map out each of their lessons in order to be organized and cover all material that is necessary so that the students can progress. During the interview, I will be asking my teacher certain questions pertaining to education. Asking questions is a major key to learning and as I believe all students should have the ability to learn, I also believe all teachers do as well and learning something new will only help in the long run.
During the interview process, there I will look over their resume to see if they are qualified. In addition, I will look over letters of recommendations from students’ teachers and parents. For elementary students who are interested must be recommended by their teachers. Background checks and fingerprints will be enforced.
There are many aspects that make up a successful interview or interrogation. An investigator does not become a skilled interviewer or interrogator over night. Training and experience are vital to becoming skilled at interviewing and interrogation. Experience is the best teacher, conducting interviews and interrogations is the only way to become more skilled. In this paper I will explain all the aspects that make up a successful interview. I will also explain the difference between an interview and an interrogation.
For this assignment I decided to interview our new vice principal, Dr. Sly. This is the second year I been at Carver that we will have a vice principal. Last year we only had a principal, and I feel that it was a lot of work for him to manage all the day to day tasks. Our vice principal seems like a great addition to our school. She is also vice principal at a middle school. She has a lot of experience as an administrator and is a big believer in using evaluations for teacher growth. Prior to becoming our vice principal, she was the vice principal at our other bilingual school in the district, and prior to that she was a principal for over ten years in Iowa. I think she will be great addition to our team and will help us continue to grow as a magnet school in our district.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
The process for the interview should be explained and informed consent would have been received prior to the interview beginning to ensure the participant is comfortable with discussing the parameters, line of questioning and understands what will