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HCS Hiring Process

Learn about the rigorous process of screening distinguished teachers in the HCS, from selection criteria to interview rubrics and hiring statistics.

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HCS Hiring Process

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  1. HCS Hiring Process Lee Simmons Talent Management Director September 15, 2016

  2. Huntsville Organizes a Talent Pool of Distinguished Teachers to be Considered for Membership on the Teacher Screening Committee • Principals recommend distinguished teachers each year who have: • Exceptional educational talent as evidenced by effective instructional practices and student learning results in the classroom and school • Exemplary educational accomplishments beyond the classroom that provide models of excellence in the profession • More than three (3) years of dedication to teaching students in the Huntsville City School System • Strong long-range potential for professional and policy leadership • Engaging and inspiring presence that motivates and impacts students, colleagues and the community

  3. Distinguished Teachers are Assigned to the Teacher Screening Committee to Meet Requirements of the Consent Order and Other HCS Standards • The Consent Order requires the District to ensure that the racial composition of each committee… approximates the District-wide racial composition of certified staff, except in exigent circumstances (e.g. individual calls in sick on short notice), which will be documented by the District. • Additional measures that are considered for the composition of each committee includes the following: • Content area taught • School assignment • Years of experience

  4. Applicants Are Screened Based on Seven Key Areas to Determine Eligibility for Interviews • Screening Areas: • Current Alabama Certification and/or Reciprocity Requirements Met • Highly Qualified Status • Praxis Results • Grade Point Average • Satisfactory/Excellent Scores from at least Three References • Satisfactory/Excellent Background Check • Employment Lapses

  5. Potential Teachers are Interviewed at the District Level by Teacher Screening Committees • Candidates complete two open-ended prompts that relate to the following areas: • 21stCentury Learning • Data Analysis and Instructional Planning • Candidates are interviewed with ten questions and scored on a rubric. • Face-to-Face • Skype • Phone • Teacher Screening Committees reach consensus on a forty-point scoring rubric and provide a final score for each applicant.

  6. Interview Rubrics Consist of 10 Questions With a Score of 1-4 and 40 Total Possible Points • 1 -- There is no evidence of knowledge or skill set. • 2 -- There is minimal evidence of knowledge or skill set. • 3 -- There is evidence of a good level of knowledge or skill set. • 4 -- There is evidence of extensive knowledge or skill set. • Sample Questions: • Describe how you assess and provide feedback to your students. • What role would technology play in designing and executing a lesson? • Name an accomplishment from your previous teaching that characterizes your work?

  7. Final Interview Scores are Recorded and Used to Identify Candidates for Placement in Schools According to the Number of Vacancies • One to two vacancies in the same content area: • Four Unique Candidates • Three vacancies in the same content area: • Five Unique Candidates • Four vacancies in the same content area: • Six Unique Candidates • Five or more vacancies in the same content area: • Three more unique candidates than the number of vacancies

  8. Over the Past Five Years, on Average 71% of New Hires Attended In-State Colleges Percentage of Applicants

  9. During the 2016-2017 Hiring Cycle, Most New Hires From In-State Colleges Came from Athens State, Alabama, UNA, and Auburn Number of New Hires from In- State Colleges

  10. During the 2016-2017 Hiring Cycle, the Average Interview Score for Applicants Who Attended In-State Colleges was 76% Average Interview Score

  11. During the 2016-17 Hiring Cycle, 91% of Applicants from In-State Colleges Who Were Interviewed Were Recommended by a Screening Committee % of applicants from this college that were recommended by a screening committee In State College

  12. During the 2016 – 2017 Hiring Cycle, Huntsville City Schools Interviewed More Candidates than In Previous Hiring Cycles, But Hired About the Same Number of New Teachers

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