Talent Management Director HCS Hiring Process Lee Simmons Talent Management Director September 15, 2016

Huntsville Organizes a Talent Pool of Distinguished Teachers to be Considered for Membership on the Teacher Screening Committee Principals recommend distinguished teachers each year who have: Exceptional educational talent as evidenced by effective instructional practices and student learning results in the classroom and school Exemplary educational accomplishments beyond the classroom that provide models of excellence in the profession More than three (3) years of dedication to teaching students in the Huntsville City School System Strong long-range potential for professional and policy leadership Engaging and inspiring presence that motivates and impacts students, colleagues and the community

Distinguished Teachers are Assigned to the Teacher Screening Committee to Meet Requirements of the Consent Order and Other HCS Standards The Consent Order requires the District to ensure that the racial composition of each committee… approximates the District-wide racial composition of certified staff, except in exigent circumstances (e.g. individual calls in sick on short notice), which will be documented by the District. Additional measures that are considered for the composition of each committee includes the following: Content area taught School assignment Years of experience

Applicants Are Screened Based on Seven Key Areas to Determine Eligibility for Interviews Screening Areas: Current Alabama Certification and/or Reciprocity Requirements Met Highly Qualified Status Praxis Results Grade Point Average Satisfactory/Excellent Scores from at least Three References Satisfactory/Excellent Background Check Employment Lapses This past year we took a district-wide hiring approach to ensure that all schools had a list of talented candidates and we would move toward Unitary Status. Effective teachers were identified in four ways: Nationally Board Certified, Nominated as a Model Classroom, Member of the Teacher Leader Network, and Nominated by the principal as an effective teacher. STAR Enterprise Assessment results were reviewed to identify teachers who had substantial growth. Teachers were selected to serve on the Teacher Screening Committee who showed substantial growth of their students and their names appeared 3 to 4 times in the areas mentioned earlier. Principals were selected also related to the success they had shown in their schools compared to the STAR Assessment, school walk throughs, recommendations for the Directors of Instruction.

Potential Teachers are Interviewed at the District Level by Teacher Screening Committees Candidates complete two open-ended prompts that relate to the following areas: 21st Century Learning Data Analysis and Instructional Planning Candidates are interviewed with ten questions and scored on a rubric. Face-to-Face Skype Phone Teacher Screening Committees reach consensus on a forty-point scoring rubric and provide a final score for each applicant. This past year we took a district-wide hiring approach to ensure that all schools had a list of talented candidates and we would move toward Unitary Status. Effective teachers were identified in four ways: Nationally Board Certified, Nominated as a Model Classroom, Member of the Teacher Leader Network, and Nominated by the principal as an effective teacher. STAR Enterprise Assessment results were reviewed to identify teachers who had substantial growth. Teachers were selected to serve on the Teacher Screening Committee who showed substantial growth of their students and their names appeared 3 to 4 times in the areas mentioned earlier. Principals were selected also related to the success they had shown in their schools compared to the STAR Assessment, school walk throughs, recommendations for the Directors of Instruction.

Interview Rubrics Consist of 10 Questions With a Score of 1-4 and 40 Total Possible Points 1 -- There is no evidence of knowledge or skill set. 2 -- There is minimal evidence of knowledge or skill set. 3 -- There is evidence of a good level of knowledge or skill set. 4 -- There is evidence of extensive knowledge or skill set. Sample Questions: Describe how you assess and provide feedback to your students. What role would technology play in designing and executing a lesson? Name an accomplishment from your previous teaching that characterizes your work? This past year we took a district-wide hiring approach to ensure that all schools had a list of talented candidates and we would move toward Unitary Status. Effective teachers were identified in four ways: Nationally Board Certified, Nominated as a Model Classroom, Member of the Teacher Leader Network, and Nominated by the principal as an effective teacher. STAR Enterprise Assessment results were reviewed to identify teachers who had substantial growth. Teachers were selected to serve on the Teacher Screening Committee who showed substantial growth of their students and their names appeared 3 to 4 times in the areas mentioned earlier. Principals were selected also related to the success they had shown in their schools compared to the STAR Assessment, school walk throughs, recommendations for the Directors of Instruction.

Final Interview Scores are Recorded and Used to Identify Candidates for Placement in Schools According to the Number of Vacancies One to two vacancies in the same content area: Four Unique Candidates Three vacancies in the same content area: Five Unique Candidates Four vacancies in the same content area: Six Unique Candidates Five or more vacancies in the same content area: Three more unique candidates than the number of vacancies This past year we took a district-wide hiring approach to ensure that all schools had a list of talented candidates and we would move toward Unitary Status. Effective teachers were identified in four ways: Nationally Board Certified, Nominated as a Model Classroom, Member of the Teacher Leader Network, and Nominated by the principal as an effective teacher. STAR Enterprise Assessment results were reviewed to identify teachers who had substantial growth. Teachers were selected to serve on the Teacher Screening Committee who showed substantial growth of their students and their names appeared 3 to 4 times in the areas mentioned earlier. Principals were selected also related to the success they had shown in their schools compared to the STAR Assessment, school walk throughs, recommendations for the Directors of Instruction.

Over the Past Five Years, on Average 71% of New Hires Attended In-State Colleges Percentage of Applicants Interview Score Data Average Score 33.98   Median Score 34.5 Mode 39 (19 scores) High 40 Low 24 Top 25% 38 Top 75% 31

During the 2016-2017 Hiring Cycle, Most New Hires From In-State Colleges Came from Athens State, Alabama, UNA, and Auburn Number of New Hires from In- State Colleges

During the 2016-2017 Hiring Cycle, the Average Interview Score for Applicants Who Attended In-State Colleges was 76% Average Interview Score

During the 2016-17 Hiring Cycle, 91% of Applicants from In-State Colleges Who Were Interviewed Were Recommended by a Screening Committee % of applicants from this college that were recommended by a screening committee In State College

About the Same Number of New Teachers During the 2016 – 2017 Hiring Cycle, Huntsville City Schools Interviewed More Candidates than In Previous Hiring Cycles, But Hired About the Same Number of New Teachers Interview Score Data Average Score 33.98   Median Score 34.5 Mode 39 (19 scores) High 40 Low 24 Top 25% 38 Top 75% 31