“No Child Left Behind starts with
hiring excellent teachers"
How will you compete with other
schools to hire the best teachers?
Is your district at risk?
This year's upper threshold of baby-boomers will reach 60 years of age, many with over 35 years of service as teachers and school administrators. It is estimated that well over 100,000 of these highly trained and competent professionals will retire.
School districts across the United States will be forced to compete for the best of the next generation of academic professionals; most with little or no formal system to evaluate and hire the number of teachers required. In addition, school districts will be forced to actively compete for highly qualified professionals to fill growing gaps in their teaching staffs.
As the competition for these teachers intensifies, fueled by the need to fill critical classroom assignments, the inadequatency of current hiring systems increases exponentially the opportunity to hire the wrong teachers. This may result in a significant negative impact on the district’s financial condition and reputation.
Is your district at risk?
The following time and expense analysis conservatively represents the hard cost to a school district every time the district hires a poor teacher.
The average fully-loaded cost per professional teacher to participate in the hiring process for one candidate is estimated at $40/hr, school administrators at $60/hr and superintendents at $100/hr.
- Administrative time to review resumes (3 hours -$120)
- Data collection including transcripts and licenses (2 hours-$80)
- Pre-interview conference for hiring team (1.5 hours-$60 per attendee)
- Interview time (2 hours X 4 professionals-$320)
- Post interview selection discussion. (1 hr X 4 professionals - $160)
- Time to mentor and support new teacher in year one (40 hours - $1600)
- Time to evaluate and record teacher performance (4 hours - $240)
- Time required by the department head or principal to intervene on student-teacher issues including write-up. (3 hours - $180)
- Time required for Principal or Superintendent to intervene on parent-teacher issues (3 hours - $300)
- Time to prepare for outplacement. (5 hours - $300)
- Average first year teacher salary of $42,000
The district has just realized a non-returnable expense of $45,360. This number continues to increase each year and is multiplied by the number of unsuccessful teachers you hire and must replace.
In addition . . .
In addition, the following reputation and morale-effecting events often occur as a direct result of hiring a poor teacher . . .
- Reduced student morale and performance
- Reduced teacher morale
- Reduced teacher productivity
- Increased non-productive administrative time due to:
Potentially negative community reaction
Lost time due to interaction with teacher union
Few qualified candidates
Competent administrators recognize that these risks, costs and negative outcomes are completely unnecessary.
“Hiring the most competent, creative and dedicated teachers and administrators is the fastest, most cost effective method of building your school district’s reputation and to ensure student academic success.”
Peter Palermo III, CEO Altreya Corporation
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Introducing The Master Performer Interview System (MPIS)
The unique Master Performer Interview System is a self-contained easy to use system that simplifies and maximizes the interview process, ensuring only the highest quality candidates are considered.
The program incorporates world-class standards; behavioral-based interview questions and suggested answers from extensive research, practice and comprehensive feedback from veteran master teachers and administrators.
Every question in the guide is behaviorally based requiring the candidate to respond from actual experience. Human Resource Experts agree that when candidates demonstrate competency through experienced-based behavioral responses, the candidate is more likely to be able to repeat the behavior.
The MPIS utilizes standards adapted from A Framework for Teaching: Enhancing Professional Practice by Charlotte Danielson. To determine technology-based competency, we have incorporated a technology proficiency model as defined by the International Society for Technology in Education (ISTE).
We believe, as do McCain and Jukes, authors of Windows on the Future , that students are “Digital Natives” and as such are completely comfortable with technology-based learning. The questions have been formulated to incorporate the primary focus areas described in Jukes’s technology-based curriculum.
In addition, the guide incorporates a thorough, yet easy to use scoring process that adds an important quantitative element to support and confirm the qualitative aspects of the hiring process.
"Over the years we found the way to promote high quality instruction is to hire the most skillful teachers. The Master Performer Interview System provides a consistent set of professional teaching competencies to measure candidates; something we feel will help us hire the best-qualified teachers."
Howard Maffucci, Superintendent
East Rochester School District
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Most importantly, applications of the system’s behavioral questions are correlated with what historically works in schools: Classroom Instruction That Works, (Marzano, Pickering and Pollock) and Mastery Teaching, (Hunter).
Over the next three years over 100,000 teachers will retire leaving school districts all over the United States with major teacher shortages.
In addition, the overwhelming majority of school districts lack any formal hiring system capable of anticipating and effectively capturing highly qualified teachers from the remaining pool.
"Separating the wheat from the shaft during the interviewing process has a lot to do with the relevancy of the questions asked in this interview guide. This instrument provides those relevant questions. The scope and sequence of the questions would be a wonderful addition to any school's interviewing process."
Marsha C. Stevens,
Educational Consultant and Master Teacher
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Finally, intense competition for superior teachers will leave most districts completely vulnerable. The very survival of these school districts is at risk.
Why is the risk to school superintendents
and districts so high?
- The sheer number of retires has never been approached in the history of public education
- Fewer than 3% of school districts have a sustainable high quality hiring process
- Present systems are limited and too time consuming
- Districts are resistant to change even when more effective solutions exist
- “No Child Left Behind Act” holds districts and administrators accountable
- No easy and effective solution available on the market; Until Now . . .
Introducing, The Master Performer System . . .
- Simple turn-key solution
- Superior quality process
- Comprehensive hiring process, complete with behavioral questions and answers
- Does NOT require master teacher knowledge to implement
- Simple to score
- Can be implemented in one hour
- Incredibly inexpensive to license
- 100% money back guarantee
Solution Differentiation
- Behavior versus psychological questions and solutions
- Completely turn-key and self-initiating
- Designed and tested by master teachers and administrators
"The Master Performer Hiring System has completely changed the paradigm of teacher selection. We now have a high degree of confidence that we can select the best teachers with the highest probability of success. This translates to better student performance and enhanced district reputation."
Patricia Jones, Assistant Superintendent
Catholic Schools of the Diocese of Rochester
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What to do:
- Download a free sample
- Call to speak directly to the principles, Ruth Hollis and Randal Simonetti
Randal's Direct Line: 585-738-8333
Email Us: info@teacherhiringguide.com
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