Principal
Selection Training
Held at Stonewall Elementary
March 29, 2005
Members present: Leslie LeBlanc, Andrea Guise, Janie Griggs and Ty Sturdivant.
The meeting was called to order at 5:30 PM by trainer Vince Mattox. The following handouts were made available:
a. “Samples- Profile Development Suggestions/Considerations”
b. Guidelines for Principal Selection
Mr. Mattox reminded the attendees that “shall” in any of the materials is not to be considered as optional. He stated that all candidates must have a principal certification and a background check. He pointed out “statutory” requirements on page 3 as they have changed recently. It was also noted that all members must be trained before being involved in the final selection process.
Sample questions were reviewed and Mr. Mattox made note that questions in casual conversation could be deemed inappropriate and cautioned the interviewers that they are cognizant of their language. In selecting appropriate questions, the Human Resource office could provide background on how the applicant found out about the job.
Mr. Mattox made note of the following:
- the “mock-scrimmage.” is not recommend
- the “Adopt School Council Policy Format” on page 23.
- The chairperson is to contact the director, not the applicant.
- Upon receipt of the applications, be sure to look for anything that doesn’t seem clear and then ask for clarification.
- Be sure to ask the superintendent/committee for ranking suggestions and any pertinent information not provided by the applicant.
- The council needs to check references
- Ask Human Resources about any standard format to be used
- Applications are to remain at the IAK Support Services office
- Quorum must be present when reviewing the applications
- Allow at least two hours to review each resume
- Complete the template in the “Samples” handouts
The “Attributes/Goals” were distributed. Mr. Mattox instructed the council members to create the top five attributes to bring to the next meeting with 2-3 goals. List on chart paper or on a white board, then refine. Then take the attributes and goals (at least 2) and place under headings on the template as on page 10 of “Guidelines.” On Step 3, get feedback from Ed and Lisa. After completing attributes, create questions (sample questions can be used), to get feedback. Under “Step 4” use a reference check instead.
A question was posed about asking employees we know about their thoughts of the applicant. Mr. Mattox deferred to the Human Resources office.
After the pool has been narrowed to two applicants, it was suggested that the candidates be invited to the school for a tour. A forum could cause inappropriate questions to be asked by staff and parents.
Interview questions:
-developing interview questions will keep the meeting structured
-the facilitator should not be directly involved in asking interview questions, the role should be to watch the time, bringing applicants in and excusing them
-decide who will ask what questions
-be consistent with all applicants
-have a deliberate structure such as if asking the question, then the other council members will write
-start the process immediately to prevent casual conversation and then escort the applicant out
-allow approximately 30 minutes in between the interviews
-any follow-up questions are allowable only if they are job related and /or responsibility based
-get standard questions out first, then facilitator can ask for additional questions
-applicants should talk 80% of the time
If a new council comes on, they can be invited to closed meetings; after July 1, the new council takes over, often with the assistance of the previous council. Get clarification from Human Resources about what to say related to the follow-up. Interviews can be open or closed, but closed is suggested and must be listed on the agenda.
In reviewing and discussing the applicants, the following format is suggested:
-give at least 10-15 minutes at first, to review any notes, etc. for each council member, in silence
-ask each member to list their top candidate, in silence
-allow discussion for the top 3 choices
-allow each person time to discuss uninterrupted so the information won’t be lost
-the facilitator will then come to the council, what the consensus seems to be then check in with those who haven’t shared
Then, after the council agrees upon the top candidate, they must come out of the closed session into an open session to allow having minutes taken. The choice will be announced, without naming the selection, instead using labels such as “Candidate A.” In this open meeting, a motion is made for the director to contact designated candidate. Then, if the candidate accepts, a motion is made to hire the candidate. If a follow-up meeting for the selection is needed, then, it must be in the minutes.
The council can establish the top two candidates in the even the first candidate rejects the offer, and then the second candidate can be contacted. If the second candidate rejects the offer, then the council can ask for additional applicants. After the final selection, a written notice is submitted, using the form in the handout.
In summary, the council is responsible for the following:
-The council needs to check references
-Ask Human Resources about any standard format to be used for interview questions.
-Mr. Mattox instructed the council members to create the top five attributes to bring to the next meeting with 2-3 goals. After completing attributes, create questions (sample questions can be used), to get feedback.
- Complete the template in the “Samples” handouts
-A question was posed about asking employees we know about their thoughts of the applicant. Mr. Mattox deferred to the Human Resources office.
The meeting was adjourned at 7:55 PM. All in attendance have been trained.
Respectfully submitted,
Beth Roseland
SBDM Secretary