“Hiring the Best Teachers -
Once Difficult, Now Easy . . .
If you are an aspiring teacher looking
for a teaching job, click here.
How will you compete with other
schools to hire the best teachers?
Is your district at risk?
Hiring the Best Teachers - Once Difficult, Now Easy . . . 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, with many having over 35 years of service as teachers and school administrators. Due to the large number or retirement-eligible teachers, estimated at well over 100,000, and the creation of over 550,000 new positions, as stated by the United States Department of Labor, your district will be forced to compete for the next generation of academic professionals.
Most districts have 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, the inadequacy of current hiring systems exponentially increases the opportunity to hire sub-standard 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 actual cost to a school district every time the district hires a sub-standard teacher.
The average fully-loaded cost per professional teacher to participate in the hiring process for one candidate is conservatively 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
Time spent with disgruntled parents
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 in the classroom.
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, Retired 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.
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
- Only a few 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 was 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 affordable
- Consultant Assistance Available
- Money Back Guarantee
Solution Differentiation
- Interview questions are evidence based
- Completely turn-key and simple to implement
- 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, Former Assistant Superintendent
Catholic Schools of the Diocese of Rochester
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What to do:
- Purchase the Master Performer System Online
- We'd be happy to email you an invoice if required, please provide the following
information:
- Your Name
- Title
- School District Name
- Billing Address
- Tax exempt ID number and telephone
The requested information is used to create an invoice.
Please feel free to contact the authors directly for any additional information.
(Ruth Hollis - 585-478-8116 or Randal Simonetti - 585-738-8333)
Email Us: info@teacherhiringguide.com
Securely Purchase the Master Performer System Online . . . (Click Below)
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