Principal Selection Presentation Shawn Addison Michael Avery Cynthia Copes Yael Emenecker Shea Murray

Selection Committee The following individuals will take part in the hiring of a new principal. Each will be involved in a different step of the process and all are involved because they each have a stake in the success of the school/school district. Superintendent Assistant Superintendent(s) District Administrator(s) Teachers Students Parents Community Members Board Member(s)

Job Description

Job Posting Principal High School -Job Requirements: For the 2010 - 2011 School Year If you are interested in this position, please send your letter of interest, resume, reference list, certifications and transcripts to the address listed above. Masters Degree required with appropriate New Jersey Administrative Licensure. -Job Information: The Principal will provide the conceptual guidance, vision, and direction to all instructional staff. The Principal will contribute to the evaluation of the educational program and will be responsible for teacher evaluations (staff development, program improvement, etc.) The Principal will coordinate the faculty for the implementation of the curriculum (planning, delivery, assessment). -Application Deadline: Jul-01-2010

Screening Process and Procedures The Superintendent and Assistant Superintendent(s) will screen applications of all candidates. The Superintendent will provide 10 candidates to the following committee: 2 District Administrators (if possible from the same level where the vacancy exists) 2 Department Chairs (if possible from the same school where the vacancy exists) 2 Teachers from the same school where the vacancy exists (If all efforts have been made to meet the committee membership criteria, exceptions may be made.) The Committee will interview the 10 candidates and each committee member will articulate the strengths and weaknesses of each candidate.  The Committee will choose their top 3 candidates and this information will be submitted to the Superintendent. The Superintendent and Assistant Superintendent(s) interview the top 3 candidates and articulate the strengths and weaknesses of each candidate.  They choose their top 2 candidates. The final 2 candidates will give a presentation to the initial interview committee along with the following additions: 3-4 students 2-4 parents 2 community members Each committee member will articulate the strengths and weaknesses of the final 2 candidates.  This information will be submitted to the Superintendent. The Superintendent will recommend the final candidate to the School Board and will articulate his/her reasoning for this recommendation.  Resumes of all the candidates and the articulation submitted by the committee members will be available for review by the Board members.

Interview Questions

Interview Questions continued

Interview Questions continued Tell us about your leadership style. How do you lead? What would we observe when watching you work with staff? What are your career goals (both short and long term)? What three expectations do you have of your students? Staff? When you walk into a classroom, how can you tell if learning is going on? How would you handle a decision made from higher up that was against your personal/professional philosophy? Describe a curriculum project you have led in your building and your role in the process. How would you develop a good relationship with the staff, especially teachers who have more teaching experience then you do? How have you had a positive influence on the lives of your students Describe how you utilize technology to manage your building. How have you worked with regular education teachers in order to better ensure the success of integrating students with special needs in regular education classrooms? Key Questions

Questions NOT to Ask Name Information The fact that a person’s name has changed since the time of the original application; The applicant’s original name. Birthplace and Residence Information The applicant’s birthplace; The applicant’s parent’s birthplace. Creed and Religion The applicant’s membership or affiliation with a private organization(s); The applicant’s membership or affiliation with a political organization(s); The applicant’s religion or religious affiliation; Religious holidays observed by the applicant; The applicant’s willingness to work on any particular religious holiday. Race, Color, Physical Appearance The applicant’s race, skin color, eye color, and/or hair color; The applicant’s weight and/or height. National Origin The applicant’s lineage, ancestry, national origin, descent, parentage or nationality; A foreign address in the applicant’s submission; The nationality of the applicant’s spouse or parents. Language The applicant’s mother tongue; The language commonly used in the applicant’s home; The manner in which the applicant acquired the ability to read, write or speak a foreign language. Family Relations The name and/or address of any relative of the applicant other than his/her spouse and dependent children. Sexual Orientation and Gender The applicant’s sexual orientation; The applicant’s sex or gender. Marital Status and Pregnancy The applicant’s marital status; The applicant’s pregnancy or plans for a family or child care; The applicant’s dependents and number of children; The applicant’s spouse’s occupation.

Questions NOT to Ask continued Disability, Handicap or Medical Condition Whether the applicant is an individual with a disability; The applicant’s physical or mental condition; Whether the applicant has HIV or AIDS or any disease of the blood; Whether the applicant has any genetic defects; The applicant’s workers’ compensation history. Illegal nor Lawful Drug Use Whether the applicant has engaged in the use of illegal drugs; Whether the applicant has received drug treatment. Whether the applicant is currently taking medication(s). The applicant’s consumption of alcohol. Whether the applicant smokes. Military Experience The applicant’s military experience other than in the United States armed forces; The applicant’s National Guard or Reserve units; The applicant’s draft classification or other eligibility for military service; The applicant’s whereabouts during World War I, World War II, or the Korean War. Criminal Matters The applicant’s arrest record; The number and kinds of arrests of the applicant. Bankruptcy and Credit Status Whether the applicant has declared bankruptcy or insolvency; The applicant’s credit status or whether the applicant has “good” credit. Participation in a Discrimination Claim Whether the applicant has opposed any unlawful employment practice; Whether the applicant has made a charge, testified, assisted or participated in any manner in an employment discrimination investigation or hearing. Organizations The applicant’s membership or affiliation in any clubs, fraternities, sororities, societies, or lodges other than professional, trade or service organizations. References The name of the applicant’s pastor, priest, rabbi or other religious leader.

Rubric for Evaluating Candidates

Confidentiality The following applies during the hiring process for all positions: Potential candidates shall be notified on the application form that the materials submitted may be disclosed to a screening and/or interviewing committee which may include board members, administrators, staff, and members of the community. An individual must sign the consent form in order to be considered an applicant. Any screening and/or interviewing committee is to receive a thorough orientation on the strict responsibility to maintain confidentiality. Each individual, prior to serving as a screening and/or interviewing committee member, shall sign a standard form acknowledging that he/she understands and intends to honor the strict requirement to maintain confidentiality regarding applicant information. Such forms shall be retained on file in the Superintendent’s Office.

Inform Stakeholders A letter from the Superintendent will go out to the community and faculty/staff outlining the process for hiring a new Principal. Throughout the process updates will be included in standard school bulletins and newsletters. A formal announcement will be sent out to the community and faculty/staff announcing and introducing the new Principal.

What Not to Do