Irma Torres

Grand Canyon University

   EAD-536: Teacher Placement Planning

Dr. Jim Hattabaugh

                                                            April 19, 2023

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District Policy

Having to hire six new positions at Antelope High School, is my objective to ensure all

vacancies are filled before the start of the school year. As I move forward with hiring there are

many district policies that I must comply with. Below you will find details of some policies.

Board Policy # Board Policy Action to take as Principal

4001 “Equal employment When looking at applicants,

opportunities shall be call candidates that are
provided to all persons qualified without thinking of
regardless of their gender, race, or ethnicity.
race; color; religion or
religious affiliation; national
origin; sex or sexual
orientation;
gender identity or expression;
age; ancestry; marital or
parental status; physical or
mental disability unrelated to
ability; arrest record; military
status or unfavorable
military discharge; order of
protection status; being a
victim of domestic or sexual
violence; citizenship status,
provided the individual is
lawfully able to work in the
United States (Waukegan
Community School District
No. 60 2017).”

4103 “The Superintendent or the I must refer the applicant to

Superintendent’s designee(s) human resources for a
shall ensure completion and background check once I hire
review of fingerprint criminal them. I should follow up with
background checks on all human resources to ensure the
applicants for whom an offer employee is cleared.
of employment is being
considered and develop
procedures to guide decision-
making with regard to felony
convictions and misdemeanor
offenses” (Waukegan
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Community School District

No. 60, 2019).

4102 “To the extent a position Asking about credentials at

requires a specific license, the interview to ensure the
certificate, endorsement(s), or candidate meets the
training, any offer of qualification for the job
employment is conditioned description.
upon the successful candidate
timely producing to the
Division of Human Resources
and Employee Relations
evidence of such licensure,
certification, endorsement(s),
and/or training and
maintaining such
qualification(s) throughout
the period of his/her
employment” (Waukegan
Community School District
No. 60, 2015)

Screening Procedures

Screen procedures are needed to find strong teachers that will help students reach their

goals. I would follow the same procedure for internal and external candidates. There would be

two rounds of interviews for each position. Round one would be more open-ended questions,

whereas round two would be focused on scenarios that may arise. I would like to hear how the

candidate would handle the situation and his/her reasoning. After the second round of interviews,

I would also like to walk them around the school building and have a more informal conversation

with them, to pick up on any body language. For the internal candidates, I would skip the tour of

the school.
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Collaboration

For each vacant position, I would invite a different staff member to attend the interviews.

However, I would like the instructional coach and me in all of them. For Amanda Apple’s

position, I would invite the ninth-grade team members. For Sally Hall’s position, I would invite

the eleventh-grade team members. For Mika Pepper’s position, I would invite the twelfth-grade

team. For Cody Woo and Kara Lara’s position, I would invite the tenth-grade team. Lastly, for

Tatum Ole’s position, I would invite the SPED teachers. I would like to make the decision as a

team if candidates are a good fit for the position they are interviewing for, or just for the school

in another position. I envision making team decisions that help promote student learning and

success. As cited by Slater (2004), collaboration with its emphasis on common goals,

relationships, and mutual interdependence is a way to build community as well as being a way of

life within a community. These decisions will not only help the students find the best teacher for

them, they will also help build trust with other teachers in the school. There will be effective

dialogue in which they will be included and listened to, in order to make school decisions.

Ethical Principles

Professional Standards for Education Leaders (PSEL) 2f states, “provide moral direction

for the school and promote ethical and professional behavior among faculty and staff” (NPBEA,

2015, p.10). Therefore as a principal, it is my responsibility to lead by example. It entails treating

others with decency and respect and demonstrating respect for them. In addition to being

personable, kind, sympathetic, and helpful in safeguarding and growing their personnel, ethical

leaders should genuinely care about people. I will act with professionalism in contacting all

candidates that were interviewed and offering them the job, or have the take that I did not decide
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to hire them at this moment. Being held accountable as the leader, to deliver the message to each

candidate, is needed. Ethically, I owe it to all that applied as a genuine thank you for considering

us as a school they would like to work at.

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References:

Slater, L. (2004). Collaboration: A Framework for School Improvement. International

Electronic

Journal for Leadership in Learning, 8(5).

National Policy Board for Educational Administration [NPBEA] (2015). Professional Standards

for Educational Leaders 2015. Reston, VA: Author

Waukegan Community School District No. 60. (2017). Nondiscrimination (4001).

https://intra.wps60.org/GetFile/BoardPolicy/4001~En

Waukegan Community School District No. 60. (2019) Employment Qualifications – Background

Checks and Police Interviews (4103) https://intra.wps60.org/GetFile/BoardPolicy/4103~En

Waukegan Community School District No. 60. (2015) Employment Qualifications (4102)

https://intra.wps60.org/GetFile/BoardPolicy/4102~En
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