BALTIMORE CITY PUBLIC SCHOOLS JoAnne V. Koehler Chief Human Resources Officer

1. BALTIMORE CITY PUBLIC SCHOOLS JoAnne V. Koehler Chief Human Resources Officer Department of Human Resources Administrator Professional Development Summer 2009

2. BALTIMORE CITY PUBLIC SCHOOLS M. Fran Brown, Director HR Employee Services Valerie McKenzey, Director HR Support Services Department of Human Resources Administrator Professional Development Summer 2009

3. HR Recruitment George Duque, Manager Office of Staffing Administrator Professional Development Summer 2009

4. Human Resources Staffing Organization

5. New Hire STAFFING PROCESS

6. Recruitment • On Campus Recruitment • Alternative Programs • Baltimore City Teaching Residency • Teach for America • Graduate Education Intern Program (Special Education) • College / University Campus Recruitment • Foreign Teacher Recruitment • Philippines & Jamaica • Internet Recruitment

7. Recruitment Application Process • Teacher Track On Line Application • Teacher InsightOn Line Interview • Recruiter Interviews • School Interviews

8. Teacher Track On Line Application • Teacher Track allows • Candidates to create file and submit resume electronically • HR to screen online • HR to communicate electronically • Candidates to register for recruitment & interview events • HR to track application status

9. Teacher Track On Line Application • HR to analyze stats and redirect recruitment efforts

10. Teacher Insight Online Interview • Web based selection tool developed by the Gallup Organization • Based on over 40 years of study of successful teachers • Affords HR a screening tool to identify • high caliber candidates & • candidates requiring closer look • Mean Gallup score - 67 Acceptable BCPSS score – 67

11. Application Flow

12. School Interviews • Networking Sessions • Early on in recruitment season • Opportunities to network with local candidates • Placement Fairs • School Site Interviews • Teacher Track Event Scheduler • Principal Outreach • Principal Candidate Viewer

13. Principal Candidate Viewer • Gives principals access to recommended pool of candidates from any location with internet access • Provides both application and resume format of candidate info • Allows for immediate communication with candidates

14. School Selection & Placement • Criteria • Verified certificate or eligibility for a certificate • Assignment to grade/subject area in accordance with certification • Assignment to a verified funded vacancy • Process • Submit Administrator Recommendation to Hire Form to HR specialist

15. Application Process • Hired Pending District ApprovalHOLD • Candidate has been selected by school • Has not submitted required documents for final determination and employment processing • Minimum documents required for appointment • 2 Official final transcripts showing conference of degree in education • Praxis score reports or scores from other state required tests • Copy of certificate (if applicable)

16. Application Process Hired Pending District Approval • Candidate has been selected by school • Has submitted minimal documents for final determination • Verified Position available • Employment Processing Appointment made

17. Incumbent EmployeesStaffing Actions • TRANSFERS • Administrative Transfers • Voluntary Transfers • NON RENEWALS • Non Renewals for certification • Non Renewals for performance

18. Administrative TRANSFERS • Principal or Executive Director Initiated • Programmatic Needs • Realignment of Staff • Disciplinary • Requires Executive Director Approval • Administrative Transfer Recommendation form submitted to HR for processing

19. NON RENEWALforCertification • Determined by Human Resources Certification Office • Based on: • Lapsed certificates • Ineligibility for certification

20. NON RENEWALfor Performance • Determined by Principal or school leader • Documented • Attendance records • Performance Improvement Plan • Written record of • Counseling sessions • Conversations • Contractual Written Notification Dates • Probationary Teachers – 1 May • Conditional Teachers – 1 June

21. NON RENEWALfor Performance • Process • Procedure and Timeline Announced via circular • Recommendation with copies of supporting documentation submitted to Executive Directors (ED) • ED review and recommend approval to CAO • CAO approves and sends to Chief Human Resources Officer • Human Resources reviews, verifies and sends written notification by stipulated deadlines

22. RESIGNATIONS • Written resignation required to • Terminate incumbent in Oracle • Vacate position • Make position available to fill • Resignation Form available on line • Resignation deadlines • 1 May Probationary Teachers • 1 June Conditional Teachers • 15 July Tenured teachers • Mid year resignations • Breach of contract • Jeopardize teaching certificate

23. Certification Overview Tammatha Woodhouse, Manager Office of Certification Administrator Professional Development Summer 2009

24. Maryland Approved Program Candidate should have: • Conferred Degree with Maryland Approved • Program Statement, and • Maryland qualifying Scores (Praxis I & II)

25. Approved Out of State Teacher Education Program Candidate Should have: • Conferred degree with Out-of-State Program • Statement on transcripts or • Major in content area with a Practicumand • Out-of-State qualifying scores (test varies from state to state)

26. Approved Professional Experience • Candidate Should have: • Conferred Degree and • Out-of-State Certificate and • Verification of Experience teaching on the above certificate for 3 out of the last 7 school years

27. Approved Professional ExperienceCont. International Educators: • Conferred Degree and • Out-of-Country Certificate and • Verification of Experience teaching on the above certificate for 3 out of the last 7 school years • Only certification areas for which Maryland has a comparable certification

28. Transcript AnalysisNon Professionally Certified Candidates with CHRO Approval • Candidate Should have: • Conferred Degree • Maryland qualifying Scores on Praxis I • Praxis I: • Reading 177 • Writing 173 • Math 177 • Composite: 527

29. Determining Highly Qualified Status • In general, in order for a class to be identified as being taught by a highly qualified teacher, the following initial screening criteria must be met: • Certification in the subject being taught • If a class is taught by an elementary or early childhood education certified teacher then a combination of tests must have been passed. • In middle and high school, the teacher must be certified in the subject being taught and the teachers must have passed a subject related test.

30. Early Childhood Education • Qualifying scores on Praxis 0022 & 0521

31. Elementary Education • Qualifying scores on Praxis 0012 & 0014

32. Secondary Qualifying scores in each of the core academic subjects taught or a bachelor’s in the content area.

33. Special Educators Grades 1-8 must meet qualifying scores in Core Academic Subjects for which they are designing/implementing instruction and assessing student performance.

34. Core Academic Subjects What are the core academic subjects (CAS)? A CAS is one of the following as determined by NCLB and the Maryland State Department of Education (MSDE): Art, Music, Dance, and Theatre • Early Childhood • Elementary • English • Foreign Languages

35. Cont. • Mathematics • Reading and Language Arts • Science: Biology, Chemistry, Earth/Space, Physical Science, Physics • Social Studies: Civics and Government, History, Geography, Economics

36. Cont. Which areas are non-core academic subjects? These areas are not impacted by NCLB and Do not require teachers to have the “highly qualified” designation.

37. Cont.

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40. Most Frequently Asked Pre-Employment Questions Warren Glass, Supervisor Office of Central Office Recruitment Administrator Professional Development Summer 2009

41. New Hires Volunteers Tutors Contractors Coaches Mentors Who has to come to Pre-Employment?

42. What Must an Individual bring to Pre-Employment? • ID • Social Security Card • Money order or Personal Check for fingerprinting • HR paperwork (if applicable) • Check or money order in the amount of $43.00

43. What Criminal Charges will disqualify an individual from employment? • Crimes against children • CDS possessions, distributions, and manufacturing • Incarceration within a 10 year period • Parole and Probation within a 10 year period

44. I was fingerprinted by another jurisdiction last week. Why do I have to do it again? • The BCPSS has no affiliation with other jurisdictions with regard to the finger-printing and criminal background checks.

45. Will they go through Pre-Employment every year? • No, they do not have to go through the pre-employment process every year.

46. Can a Potential Employee begin work prior to Pre-Employment? No, a potential employee must have medical and criminal background clearance prior to work. (These processes will be performed on BCPS sites only.)

47. Contact Warren Glass 410-396-8731 Pre-Employment Supervisor 410-244-6134(fax) wglass@bcps.k12.md.us Danielle Williams 410-396-8732 Department Assistant 410-244-6134(fax) drwilliams@bcps.k12.md.us

48. How to Recruit andSecure a Substitute Teacher Myra Green, Specialist Office of Central Office Recruitment Administrator Professional Development Summer 2009

49. How does a person become a substitute teacher? • Candidate contacts Human Resources by phone, e-mail, or a visit • Candidate completes the application, all enclosed documents and submits to the Substitute Teacher Office with official transcripts. • Volunteers, parents, student teachers, retired educators, etc., are eligible to apply.

50. What are the required qualifications to become a Substitute Teacher? • Proof of education – official transcripts, copy of diploma or copy of degree • Two current employment or professional references • Eligibility interview (school-based) • Criminal background and Medical clearance (BCPSperforms the processes)