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A decade of implementing research-based disposition instruments: 2010 series

A decade of implementing research-based disposition instruments: 2010 series. Paul Wirtz, NKU; The Hiring Process Michael Chirichello, NKU; Assessing Leadership Capacity Kelley Ransdell , NKU; Ed.D. Candidate and Fayette Co. administrator Mark Wasicsko, NKU; Student Admission Process.

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A decade of implementing research-based disposition instruments: 2010 series

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  1. A decade of implementing research-based disposition instruments:2010 series Paul Wirtz, NKU; The Hiring Process Michael Chirichello, NKU; Assessing Leadership Capacity Kelley Ransdell, NKU; Ed.D. Candidate and Fayette Co. administrator Mark Wasicsko, NKU; Student Admission Process

  2. M. Mark Wasicsko, Ph.D.Dean and Bank of Kentucky Endowed Chair of Educational LeadershipCollege of Education and Human Services Northern Kentucky University859-572-5229wasicskom1@nku.edu • Brought Perceptual Theory perspective on disposition to Kentucky • EKU • NKU • Dispositions Symposia

  3. Application of theory at EKU and NKU Teacher education candidates All education candidates All human services candidates P-12 school position candidates Faculty hiring

  4. Paul Wirtz, Ph.D. Doctor of Education Program DirectorCollege of Education and Human ServicesNorthern Kentucky University859-572-6068wirtzp1@nku.edu Title: The Hiring Process

  5. Hiring Process Overview Clearly identify knowledge, skills and dispositions you want to see Communicate effectively to locate candidates Train the hiring team on the process and beliefs Prescreen to focus on only viable candidates Conduct extensive, systematic interviews

  6. Who we choose to be our colleagues and to work with our students is the single most important thing we do to improve quality and success.

  7. Part #1- Search Outcomes SCREEN FOR THESE Degenerative Transformative HIRE THESE Ineffective Effective

  8. What We Can Change relatively difficult tochange relatively easy to change caring, enthusiastic, responsible, committed, energetic, positive, enjoyable, humorous, accepting knowledge, punctuality, appearance people skills, assessment strategies, technology infusion Train for These

  9. What We Can’t Change Select for These relatively difficult tochange relatively easy to change caring, enthusiastic, responsible, committed, energetic, positive, enjoyable, humorous, accepting knowledge, punctuality, appearance people skills, assessment strategies, technology infusion

  10. Conceptual Framework: The Effective Educator as Effective Person

  11. Perceptual Dispositions Model(Arthur W. Combs) • Four Factors • Perceptions of self as IDENTIFY with diverse individuals • Perceptions of others as ABLE, valuable and worthy • Perceptions of purpose as LARGER goals and implications • Frame of reference that is PEOPLE rather than thing oriented

  12. PERCEPTUAL RATING RUBRICS 7 6 5 4 3 2 1 PERCEPTIONS OF OTHERS: 7 6 5 4 3 2 1 PERCEPTIONS OF PURPOSE: 7 6 5 4 3 2 1 FRAME OF REFERENCE: 7 6 5 4 3 2 1 PERCEPTIONS OF SELF:

  13. Recruit for Dispositions • Devise a recruiting plan that will appeal to persons with the desired dispositions • Advertisements • Develop a complete plan • Interview for results

  14. Recruit for Dispositions • Write your job description & ad • Describe your ideal candidate dispositions • Write an ad that would appeal to him/her • Decide how to get the word out and where to advertise

  15. Pre-screen candidates for minimum requirements Let US contact YOU : Visit us at http://coehs.nku.edu/gradprograms/edd/. If you can imagine yourself being part of our team, please send a brief email indicating your interest and a short resume to Paul Wirtz at wirtzp1@nku.edu. He will contact you to provide information, answer questions, and suggest next steps.

  16. Preliminary review by committee members - the “three pile” approach Aggregate scores from each member on a three point scale [ +1 0 -1 ]

  17. Extensive Telephone Interviewing Interview ALL possible candidates Teams of interviewers (no less than two per) Same questions and formats for all

  18. The Dispositions Interview Begin the interview with usual questions Treat answers as self-reported information Get beyond rehearsed remarks and engaged in conversation on topics that interest them Use reflective listening Allow candidates to ask questions There are no absolute right or wrong answers

  19. Dispositions About Self Describe your “perfect day?” What kind of problems do people bring you?

  20. Dispositions Toward Others How would your colleagues describe you? Tell about a situation in which you helped a person or taught a significant lesson.

  21. Dispositions Regarding Frame of Reference If your life works out the best you can imagine, what will you be doing in 5 years? How do you maintain a balance in your life between work and play?

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