As a principal, I was successful at hiring good teachers who were also good fits. Of the staff I hired, more than 90% were great or fantastic. Of the rest, one continued to be pleasant and urbane but also a non-producer, one allowed her fundamental religious beliefs to take over in her third year and two or three others were just average. Only one was truly bad and I still believe it was spousal pressure which led to his dramatic performance failures.
My hiring successes were the result of the hiring process I followed.
Friday, July 18, 2014
Wednesday, July 16, 2014
Monday, July 14, 2014
I know many colleagues disagree with me when I say I believe there is no value in "teaching" creative writing and lessons devoted to creative writing are not a good use of limited instructional time. Before you leave me and go to the next blog, please allow me to explain. I take this position because I do not believe creativity can be taught.
Sunday, July 13, 2014
I wrote earlier about a school's pay structure and was asked to explain it. The independent school's structure had three elements: a base salary, annual service increments, and responsibility stipends. The base salary was the same for all teachers and was high enough to be locally attractive. No extra was paid for qualifications and experience, an idea now gaining some currency. All hires had to have degrees and certification, even the preschool teachers, and four to ten years' experience. A teacher was hired to do a job, and his/her background, including qualifications and experience, suited him/her for that post.