Journal Entry: Recruiting Effective Teachers

Journal Entry One: Recruiting Effective Teachers The information provided throughout this course has taught me attributes I need to be looking for when recruiting effective teachers. I have learned interview strategies to help me decide which teachers will be effective for my staff and help provide the students the best education. It’s important when planning the interview to have a good team to help select and interview the new candidate. Learning about how important it is to have a set plan for the interview and having a good team is the most important aspect I have learned during this course. The importance of the teacher induction process is a close second. These two things need to be done to ensure you hire the right candidate and

I have stated above that it’s important to have exemplary teachers be a part of the hiring process. As an administrator, I want to have the staff help choose who will be a part of our family of teachers. I will relate my knowledge of teacher development to the staff by providing the staff with professional development that I have researched and deemed to be effective. I need to have great communication with my staff to help develop them and build trusting long lasting relationships. During my time as an administrator I know I will face many ethical dilemmas when developing and hiring new staff. I think the most difficult will be contacting the person who I don’t hire and let them know why I have chosen another candidate. It will take a lot of review from my interview committee to help me ultimately make my decision on who is the best fit for our school and students. To ensure I’m treating everyone on my staff with integrity, I will always put the students first. I think that will be my message that I let my staff know about how we will approach every situation. Our job is truly about what is best for the students and trying to help them reach their maximum potential. The disposition that aligns with this topic is equity. When hiring a new staff we want to make sure that every student will be effective in the learning environment. That they feel safe

The importance of developing an effective induction process and partnering it with professional development to help work on the school/district goals is imperative to setting the staff up for success. It’s important to show the new staff what their expectations are for new position. It’s also important to help partner them with a mentor in the building to help raise their comfort level at work. These are all important to help ensure teacher retention of the new teachers you hired to be difference makers on your campus. Using differentiated and learner-centered professional development will help ensure that I retain the staff I hired. I know differentiating the training and providing different ways for the new staff to understand what is expected of them will raise success rates and retention. I want to make sure I’m using every strategy so the new teachers will be effective their first year and they will feel more comfortable in their growing process. “A quality-mentoring program, with quality teacher leaders, has the promise of assisting new teachers face these daily challenges in a manner that promotes success (Breaux & Wong, 2003; Darling-Hammond, 2012). Mentoring is not a choice, but the responsibility of every professional within a school who is interested in seeing new teachers become comfortable in their new position.” (Kent, 2012, pg. 2) I think this quote sums up that all