1. Welcome Selection Competency Driver Thanks to State Implementation & Scaling-up of Evidence Based Practices Oregon

2. Kathleen Ryan Jackson, D. Ed. kmj@uoregon.edu Erin A. Chaparro, Ph.D. echaparr@uoregon.edu Oregon Scaling-Up EBISS http://ebissscalingup.blogspot.com/ Eugenia Coranodo for Technical Assistance eugeniac@uoregon.edu Oregon

3. Knowledge Check What is the purpose of the selection driver? Identify a few best practices used to implement the selection driver.

4. Competency Coaching Training Selection Implementation Drivers 4 © Fixsen & Blase, 2009 Performance Assessment (Fidelity) Organization Systems Interventions Decision Support Data Systems Facilitative Administration

5. Selection Competency Driver Developing Capacity Increasing Knowledge and Skills

6. Recruitment & Selection Purposes of Recruitment and Selection Select for “teachable” Make expectations explicit Improve retention Mutual selection Screen for pre-requisites

7. Recruitment & Selection Best Practice Lead person ensures process and criteria are clear – District protocol - transparent process – Interviewers can assess skill and ability of applicants Experience sought aligns with district goals and expectations – Select for knowledge/skills required to meet district EBPs

8. District Example Belief Statement Example: Instructional Leadership Director Posting While many factors affect student learning, the district's ability to support high-quality teaching in every classroom is essential to realizing that goal.

9. Explicit Expectation : We seek experienced and successful Instructional Leadership Directors (ILDs). This cabinet level central office position is designed to be a master teacher of principals, helping them increase their instructional leadership capacities as a means of improving teaching and learning in each school. District Example, cont.

10. Explicit Expectation: The Instructional Leadership Directors main charge is to utilize best practices in developing instructional leaders by working with principals both one on one and in groups. District Example, cont.

11. Let’s Chat: Do your job postings convey your district’s beliefs? Are your expectations explicit? Have you identified the knowledge and skills to recruit and select... that will strengthen implementation of your evidence-based practices and programs?

12. Recruitment & Selection Best Practice Interactive Interview Process – Seeing is believing Problem solve vignettes, video scenarios Data set analysis – Evaluate ability to Accept feedback Ability to change behavior

13. Let’s Chat: What types of data sets and examples could you have interviewee’s analyze? How could this important interview activity help the interview committee understand a candidate’s ability to analyze data and provide their thinking on next step solutions for your district?

14. Knowledge Check What is the purpose of the selection driver? Select for “teachable” Make expectations explicit Improve retention Mutual selection Screen for pre-requisites

15. Knowledge Check Identify a few best practices used to implement the selection driver Interactive Interviewing process Experience sought aligns with district goals and expectations Lead person ensures process and criteria are clear Experience sought aligns with district goals and expectations

16. Let’s Chat: Will your district have the opportunity to recruit and select new employees this year? What knowledge and skills can you recruit for that would strengthen implementation of your evidence-based practices and programs?

17. Final Live Training 17 April 15, 2014 Eugene Hilton

18. Thank You Kathleen Ryan Jackson, D. Ed. EBISS State Coordinator kmj@uoregon.edu Erin A. Chaparro, Ph.D. EBISS Director echaparr@uoregon.edu