Overview
How HR units in school district central offices select teachers– what happens from application to employment contract– also matters substantially to teacher quality and diversity. Especially in tandem with recruitment, selection processes can help ensure candidate “fit” or the matching of an applicant to the district as well as a school, principal, teacher team, and position in ways that support teacher success and retention, especially for teachers of color. And recent research reflects a clear consensus on the kinds of processes as well as timelines that are consequential for those results.
How have HR units typically participated in teacher selection? What pivots have some HR units made that research associates with improved support for teacher quality and diversity?
The following modules help you work through those questions to enhance how your HR unit selects teachers to leverage teacher quality and diversity.
3A. Your current state
3B. Use rigorous and relevant criteria and data
3C. Strengthen and shorten selection processes and timelines
3D. Continuously seek to root out racism and other biases in selection practices and criteria
Course Features
- Lectures 16
- Quiz 0
- Duration 10 weeks
- Skill level All levels
- Language English
- Students 0
- Assessments Yes
Curriculum
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Learning Series Introduction
Welcome to the COHRT Learning Series– a set of online experiences that aim to help school district central office Human Resources (HR) directors and staff transform their HR units into drivers of teacher quality and diversity. In this introductory video, we address the questions: What is the COHRT Learning Series …
Unit 1: Candidate Development
The development of teacher candidates or prospective teachers has long been identified as essential to teacher quality and diversity (Goodlad, 1990; The Holmes Group, 1986, 1998). But preservice pathways– including university-based teacher education programs and alternative certification routes– typically have worked with individual teachers and schools, not district central office …
Unit 2 – Teacher Recruitment
Teacher recruitment strategies– connections with prospective teachers up to and sometimes through the point of application for district employment– can be consequential parts of a multi-pronged HR approach to improving teacher quality and diversity. And, thanks to advances in HR practice, research is now beginning to shine a light on …
Unit 4 – Teacher Placement
The process for placing teachers – in their schools and positions and also with particular principals and colleagues– is a main driver of teacher quality and diversity. For example, district HR units often place teachers into individual positions as they arise and then consider how to support their growth. But …
Unit 5 – Teacher Evaluation
Teacher evaluation systems aim to drive teacher quality in various ways but have tended to be associated with accountability systems. There is also some evidence that systems can reflect racial biases that disadvantage teachers of color. There is empirical evidence that evaluation (and feedback) can greatly improve the quality of …