The Early Childhood faculty will experience a different approach to evaluation than the K8 faculty. For all EC teachers, the EC Director visits classes very frequently throughout the year; the teachers write their own self-evaluation; a formal meeting is set up with the Director to discuss this evaluation and the Director’s assessment of job performance; the Director will then write up a summary of this formal meeting and the teacher will receive this write-up and can add or comment upon the form, and once signatures are completed, the form is then submitted to the HR department. Also, it should be noted that State Licensing requires that all of our EC teachers receive 24 hours of continuing education in Child Development and/or Early Childhood Education every year. Recent examples of these trainings have included: How To Talk To Parents About Difficult Topics; Kid Talk Trainings; and CJE’s (Council for Jewish Education) Par adigm Project conferences. All direct report administrators receive an annual written evaluation from the Head of School —these evaluations then become step one in the subsequent year’s goal setting process. The Head of School’s direct reports include the following positions: Direct or of Finance and Operations; Director of Development; Director of Admissions; Director of Communications; Early Childhood Director; HR Director; K8 Principal; Director of Jewish Life and Learning; and the Assistant to the Head of School. In each of these evaluations, the Head of School will compose a two-three page appraisal of the entire school year just completed, then will follow this overview with six bullet points that enumerate that administrator’s “Strengths and A ccomplishments, ” followed by three bullet points that point to “Areas for Continued Improvement.” Each administrator will then construct his/her goals for the upcoming school year, usin g the Head’s evaluation of his/her performance as an initial step in the process. Recruitment of Teachers and Personnel The divisional directors in the school [EC Director; K8 Principal; and Director of Jewish Life and Learning] will assume the lead responsibility when it comes to faculty hiring for their departments. The HR Director will be notified of any positions that are open and will collaborate with the Director when it comes to devising any public postings or position announcements and any formal engagement with one of the teacher recruitment agencies. There are many avenues we have used to publicize openings — our own website, our local Jewish agencies, national search firms and various online recruitment services. Of course, we commonly process our own faculty about openings and encourage them to disseminate the word and to suggest candidates. The teacher recruitment process will almost always include an observation of their teaching, whenever this can be arranged. References are contacted and a comprehensive employment application is filled out. Background checks are done on all potential employees. We do not establish any preset number of candidate visits to campus, as we will hire the candidate when we know we have come across the right fit. All administrative hires (direct reports to the Head of School) will undergo a national search, and accordingly the lead agencies will typically be informed and engaged for their services during these searches. Several administrative searches concluded with the
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