Dana Dalton EDU 250 UMA Fall 2013 Professor Dean RAPS IV: Showtime; Go on an Information Interview InTASC Standard9: Professional Learning and Ethical Practice The teacher engages in ongoing professional learning and uses evidence to continually evaluate his/her practice, particularly the effects of his/her choices and actions on others (learners, families, other professionals, and the community), and adapts practice to meet the needs of each learner. For this reflection I interviewed one administrator, an elementary teacher, and a secondary education teacher. It was very interesting to compare answers I received from a teacher versus an administrator. I had hoped to get responses back from a few more but the few that got back to me created a nice overall picture. Now that I have successfully made contact with several educators in this process and feel more comfortable I will continue to interview administrators and perhaps board members to broaden my perspective while completing my perservice education. Assistant Principal (High School): 1. What is the school district looking for in a teacher? Certified teachers with teaching experience. We also look for coaching and other school involvement experience. 2. Is there any special training or experience beyond state certification that the district is looking for? Highly qualified, above. 3. In what subject areas and at what grade levels does the district have the greatest need? We just had a large number of new teachers hired at the elementary level. I would say our high school staff is a senior staff with many approaching retirement age. 4. What should a teacher candidate know about the students and the families in this district? It is diverse in socioeconomics/ the community believes in quality education and is willing to pay for it/we are a stand-alone district 5. How are teachers evaluated in this district? Through observations from administration and department heads on a three year cycle for continuing contract teachers and three times a year for probationary teachers 6. What emphasis does the district place on standardized tests? We look for growth by testing several grade levels twice a year. These scores let us know where we stand compared to other schools in the state and country. 7. Does the district have a mentor program for new teachers, and if so how does it work? Yes the mentor will meet with the new teacher several times a year to answer questions and to help them with their certification. 8. What is the process for applying to this district? Either on line applications or a hard copy of the application can be sent in. the applications are then reviewed and finalist are selected and interviewed. One or more candidates’ names are then sent to the superintendent for review and interviews. 9. Are there any additional suggestions for gaining employment in this district? Review the web page and school profile Dress to impress. There is only one opportunity to make a first impression Be honest Be confident Make sure we know why we should hire you and not someone else Elementary Teacher (four years experience): 1. What is the school district looking for in a teacher? My school district likes to hire new teachers. For one, new teachers are cheap hires and two because they are able to mold the teacher to the way they would like them. Sometimes when you hire an experienced teacher they are set in their ways and are not as agreeable to change. Is there any special training or experience beyond state certification that the district is looking for? Many districts like to hire teachers with their masters. It is said that eventually all teachers will need their masters in order to teach. Not sure if that will ever happen.... Also they are less likely to have to pay for the teacher to take classes in order to get there masters. 2. In what subject areas and at what grade levels does the district have the greatest need? Honestly I’m not sure. There are more elementary and middle school positions so there are always more openings in this area compared to the high school. 3. What should a teacher candidate know about the students and the families in this district? Understanding the community in which you teach is a huge help. Starting a job and not understanding where your students are coming from can hurt your relationships with them. Really knowing your students is the best in every aspect. They certainly do not come in as clean slates. 4. How are teachers evaluated in this district? New teachers are evaluated by the superintendent, the building principal and their mentor teacher for the first three years. Our district has an evaluation form that the building principal fills out. Throughout your observation period she needs to see that you have meet the 10 state teaching standards in some way. The superintendent does not do a write up and the mentor is just there to provide support. 5. What is the average class size in this district? Most classes are between 16-20 students which is relatively small compared to some districts. Thankfully!! 6. What emphasis does the district place on standardized tests? Very strong emphasis. We are sadly teaching to the test. We know what sort of things the NWEA test and NECAP tests ask and we try to prep our students for this. This has basically started about three years ago and we have seen a huge improvement in our students scores (Obviously if we teaching to the test that is going to happen). Personally I do not feel the results of these test are accurate or useful. 7. Does the district have a mentor program for new teachers, and if so how does it work? Yes you are given a mentor usually in your building. You check in with them monthly and they observe you I believe three times a year. 8. What is the process for applying to this district? Basically fill out an application and bring it to the superintendents office. I believe they need three letters of recommendation, finger prints, and application filled out. 9. Are there any additional suggestions for gaining employment in this district? Subbing in the district first is definitely a foot in the door. The more they know your name and see you around the more apt they are to hire you. Secondary Education Science Teacher (10 years experience): I chose questions that I had not asked the others and this interview was face to face. 1. Did your have a mentor at your first teaching position? Yes, we have a mentor program at our school for new hires. They provided me with the guidance I needed to get off to a positive start. I was assigned a mentor in my subject with over 10 years experience. She was a huge help! I don’t believe my first year teaching would have went so smooth without a mentor. 2. What seemed to be the biggest barrier to getting your first job? At every interview I was asked if I had experience and I was turned down again and again. Finally a long term substitute position became available and I made valuable connections there. 3. What differences have you noticed between the two districts you have worked in? Not all teachers are willing to share the material and lesson plans they develop. 4. What experiences do you think create a qualified new hire with no prior experience? Get into classrooms to observe as much as possible, substitute, have examples of lesson plans that you develop, volunteer, have strong references, and become certified in both Life Science and Physical Sciences. 5. How do you feel about parental involvement and support for your students? Is it adequate? I teach a group of at risk students and try to keep in touch more regularly with their parents to discuss issues that may arise and academic progress. Some parents do not show up to scheduled meetings and some are really positive and want to be as involved as they can. I try to provide other ways for parents to meet with me other than face to face, such as phone or email conferencing. It’s crucial that the at risk parents stay involved or these kids will probably drop out.