1. Teaching Competencies Abbotsford School District
BCSSA, August Marnie Wright, Carla Danielsson, Leigh Howard

2. Overview Demonstration: Hiring Without Competencies
What are Hiring Competencies?
Benefits of Using a Competency Model
Phase II: Supporting Employees to meet the Standards, Performance Reviews

3. Demonstration: Hiring Without Standards
Tell me about your approach to differentiating instruction?

4. What Are Core Competencies
What Are Core Competencies? Defined as a combination of measurable and observable knowledge, skills and behaviours that a teacher requires to be successful

5. Core Competencies Specialty Competencies
* All K-12 Teacher Require for Success
Specialty
Competencies
* Specialty Teachers Require for Success
Best Candidate

6. What are the Benefits? Clear, defendable hiring decisions
Consistent hiring decisions
High standards allow for a new level of rigor
Create alignment of hiring and teacher support and development
Hiring - not based on seniority

7. Who Will Define What We Value About Teaching -> Involving Stakeholders
Principals
Teachers
Union Partners
Senior
Management

8. Defining Competencies: Table Time- 15 min
Read through a deck competency cards.
As a team, select the top 8 competencies you agree are most important for teachers
Put those competencies on the top of your pile
Competency
Level 1
Level 2
Level 3
Uses Assessment to Improve Learning
- Assessment is partially aligned with instructional outcomes
-Uses unclear criteria
-May use results to plan for instruction of the class as a whole
-Assessment is aligned with instructional outcomes
-Communicates and uses clear criteria tied to outcomes
-Uses results to plan for instruction of small groups
-Assessment is fully aligned
-Clear criteria
-Evidence of student contribution to & use of criteria
-Adapts innovative methodologies for individuals
-Uses results in planning for individual students
-Leads colleagues

9. Table Time- 10 min Find another other group in the room. Join them.
In the new group, explain your top selections. Listen to the other partners and come to consensus on a new top 8 list
When you have consensus, trade in one deck for your voting stickers

10. Building a Competency Model
Using this process, we worked groups of teachers, Principals and union executive
Clear patterns for competencies chosen by various groups
Then the Principal working group defined each competency: “Hiring Standard” and the “Distinguished”

11. Principal Tools and Training: How to Use a Competency Model
Trained Principals on effective hiring - particularly asking Behavioural Based Questions
Requiring an example of based on recent experiences
Training Principals on how to use the standards
HR provided Principals with the training and a database of questions

12. Demo: Hiring using the model
Think about a student you have taught in recently. Tell me about a time when you differentiated instruction to meet that student’s unique needs?

13. Phase II: Supporting Teachers to Achieve the Standard
Onboarding: Providing candidates with their Interview Assessment
Training: Develop customized resources for each competency, offer training
Tie mentoring to competency model
Performance Evaluation
Tracking outcomes hiring and look for trends