1. SELECTING THE BEST October 22, 2014

2. © 2013, Battelle for Kids. All Rights Reserved. What started this journey in 1997?  The story...  There has to be a better way to do this.  Can we make the process more efficient?  Can we find data sources that are actually predictive?

3. © 2013, Battelle for Kids. All Rights Reserved. Presenter  Tony Bagshaw  Battelle for Kids’ Managing Director of Human Capital  21 years as a K–12 practitioner  Seven years at Battelle for Kids  E-mail: tbagshaw@BattelleforKids.orgtbagshaw@BattelleforKids.org  Cell: (513) 309-5652  Twitter: @TBBFK

4. © 2013, Battelle for Kids. All Rights Reserved. Our approach:  The Right People—Developing and Aligning Human Capital Systems  The Right Measures—Measuring Educator and Employee Effectiveness  The Right Practices—Identifying and Supporting the Practices of Effectiveness Educators  The Right Messages—Engaging Stakeholders and Leading Change for Strategic Improvement At the heart of this work is an unwavering focus on accelerating student growth. Who Are We? About Battelle for Kids National, not-for-profit organization that provides strategic counsel and innovative solutions for today’s educational-improvement challenges

5. © 2013, Battelle for Kids. All Rights Reserved. Comprehensive Human Capital  Human capital in education should be comprehensive― focused not only on selecting, developing, rewarding, and retaining the right people, but also creating an organizational climate that promotes improvement of all processes and employee performance “People are not your most important asset. The right people are.” ― Jim Collins, Good to Great

6. © 2013, Battelle for Kids. All Rights Reserved. Battelle for Kids’ Human Capital Strategy

7. © 2013, Battelle for Kids. All Rights Reserved. Comprehensive Human Capital Online Course  We provide an online course to help uncover and discover the essential components of a comprehensive human capital system, with video testimonials, research, and interactive scenarios and activities personalized for teachers, principals, and central office staff  Access the free course at: http://www.battelleforkids.org/how- we-help/human-capital/human- capital-course http://www.battelleforkids.org/how- we-help/human-capital/human- capital-course

8. © 2013, Battelle for Kids. All Rights Reserved. How healthy is your district’s human capital system?  The BFK Human Capital Assessment is a free, online tool designed to help districts reflect on their human capital system and identify strengths and challenges  Visit www.BattelleforKids.org/How- We-Help/Human-Capital and click “START NOW”www.BattelleforKids.org/How- We-Help/Human-Capital  Instantly receive your customized report

9. © 2013, Battelle for Kids. All Rights Reserved. Late 1990’s barriers vs. today...  Lack of data systems clearly indicating performance vs. today’s accountability systems  Lack of predictive tools―and those we had were cumbersome  Lack of ability to make data usable, transparent, and actionable

10. © 2013, Battelle for Kids. All Rights Reserved. What seem to be the core problems today?  Building-level autonomy vs. centralized consistency  Insuring compliance with the created system  No funneling of candidates to save resources  Little use of multiple data sources to suppress measurement error  No collection and analysis of longitudinal data to make adjustments

11. © 2013, Battelle for Kids. All Rights Reserved. Background of Hiring Practices  Why is hiring important? You can’t develop your way out of a mediocre hiring decision.  Certain characteristics such as judgment and learning agility are difficult, if not impossible, to develop  Even if certain skills can be developed over time, assessing those traits during the selection process can offer substantial time and cost savings for employers

12. © 2013, Battelle for Kids. All Rights Reserved. Background of Hiring Practices “If you have only one dollar to spend on either improving the way you develop people or improving your selection and hiring process, pick the latter.” —Douglas Bray Talent Management Pioneer and Researcher (AT&T Management and Progress Study)

13. © 2013, Battelle for Kids. All Rights Reserved. Benefits of Well-Structured Hiring Systems  Increase efficiency and lower the cost per hire  Make the best use of school and district leaders’ time by allowing them to sort candidates quickly and accurately  Allow for well-informed decision-making and suppression of bias in the process  Increase the probability of a good fit  Improve the quality of hires and reduce the chance of an expensive “bad” hire  Decrease chances of discrimination lawsuits  Offer the best return on recruiting investments

14. © 2013, Battelle for Kids. All Rights Reserved. A Bit of Processing.... What are some of your greatest challenges related to your hiring processes?

15. © 2013, Battelle for Kids. All Rights Reserved. Common Challenges in Hiring  Hiring based on what individuals know vs. what their true talents are  Hiring people who are “just like us”  Hiring based on time constraints  Over-reliance on the face-to-face interview process and little other information to make final decisions

16. © 2013, Battelle for Kids. All Rights Reserved. Make it More Efficient...Funneling

17. © 2013, Battelle for Kids. All Rights Reserved. Make it More Accurate...X Data Points Measure #1 Measure #2 Measure #3 Measure #4 Measure #5 Total Error Rate 10% 1% 10% 5%.05% 10% 5%10%.01% 10% 5%10%5%.000003% 10%  Lesson: The more measures you use, the more likely you are to select the right people.

18. © 2013, Battelle for Kids. All Rights Reserved. Teacher Selection Example  Data Point 1―Talent-based screener score  Data Point 2―Undergraduate transcript review  Data Point 3―Rubric-scored, onsite writing sample  Date Point 4―Unbiased rank in round one face-to-face interview  Data Point 5―Performance Interview  Data Point 6―Highly structured, yes/no reference check

19. © 2013, Battelle for Kids. All Rights Reserved. There are Many “Data” Options...  Talent-based screeners?  GPA?  Content exams?  Prior performances, such as evaluation and/or value-added results?  Writing samples  Well-constructed and fairly-ranked interview process results  Performance interviews  Building tours  Etc., etc.

20. © 2013, Battelle for Kids. All Rights Reserved. BFKSelect ®

21. © 2013, Battelle for Kids. All Rights Reserved. What is BFKSelect ® ?  A customized technology solution designed to help school districts improve selection processes for all instructional and non-instructional staff using a multiple data point approach.  What does BFKSelect ® do?  Allows districts to choose key indicators of future success that fit their culture  Weight indicators based on local factors  Produce a candidate profile that easily displays the degree to which a prospective employee fits the district’s vision of their ideal candidate

22. © 2013, Battelle for Kids. All Rights Reserved. A Peek Inside BFKSelect™: Menu You create the opportunity, you can see the candidates and their progress, and you create your data source template.

23. © 2013, Battelle for Kids. All Rights Reserved. Manage Access for Each Role

24. © 2013, Battelle for Kids. All Rights Reserved.

32. The Holy Grail screen...

33. © 2013, Battelle for Kids. All Rights Reserved. Questions?

34. @BattelleforKids facebook.com/battelleforkidsorg youtube.com/battelleforkids BattelleforKids.org