Personnel Administration: EDAD 638
This course examined the theories, principles, and practices of school personnel administration. We focused on the various personnel administration tasks including selection, in-service, performance evaluation, and professional negotiations. I feel this was a great course that opened my eyes to even more to what my roles will be as an administrator.
One big section of this course focused on recruiting great teachers and creating a recruitment plan. I learned that to do a good job at this there is much more to it than just posting a job opening. As I have been searching administrative job openings in Wyoming the past few months I have seen a whole variety of methods. Some of the school districts simply post the title of the job opening with little or no explanation of what the job duties would be. That doesn't quite cut it. I have learned that a job opening needs to be accompanied by a job description, qualifications necessary, and posted/advertised in several ways. Administrators can participate in teacher job fairs at large universities, or post their openings in places that can be seen more readily by those seeking jobs in education. The state of Wyoming has one site where most of the school districts post their job openings, but some of the larger districts don't seem to fully participate in this site.
The second main portion of the course taught me about the selection process. I learned how careful one needs to be to avoid discrimination. There are a lot of questions we can't ask those we are hoping to hire such as if they are married, if they have children, their religion, ethnicity, etc. They can volunteer this information, but we need to assure that we aren't hiring based on age or any other discriminating factor. I had an experience with this last year. I was on a committee that was in charge of hiring our new principal. We had one great applicant who was about 65 years old. We had to make a mental effort not to discriminate him base on his age or possible longevity. I learned a lot from our superintendent during this process, and know now how important it is to be a great personnel administrator.
One big section of this course focused on recruiting great teachers and creating a recruitment plan. I learned that to do a good job at this there is much more to it than just posting a job opening. As I have been searching administrative job openings in Wyoming the past few months I have seen a whole variety of methods. Some of the school districts simply post the title of the job opening with little or no explanation of what the job duties would be. That doesn't quite cut it. I have learned that a job opening needs to be accompanied by a job description, qualifications necessary, and posted/advertised in several ways. Administrators can participate in teacher job fairs at large universities, or post their openings in places that can be seen more readily by those seeking jobs in education. The state of Wyoming has one site where most of the school districts post their job openings, but some of the larger districts don't seem to fully participate in this site.
The second main portion of the course taught me about the selection process. I learned how careful one needs to be to avoid discrimination. There are a lot of questions we can't ask those we are hoping to hire such as if they are married, if they have children, their religion, ethnicity, etc. They can volunteer this information, but we need to assure that we aren't hiring based on age or any other discriminating factor. I had an experience with this last year. I was on a committee that was in charge of hiring our new principal. We had one great applicant who was about 65 years old. We had to make a mental effort not to discriminate him base on his age or possible longevity. I learned a lot from our superintendent during this process, and know now how important it is to be a great personnel administrator.
syllabus_edad638.doc | |
File Size: | 90 kb |
File Type: | doc |
edad_638-chapter_projects.docx | |
File Size: | 137 kb |
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edad_638_-_final.docx | |
File Size: | 38 kb |
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scripted_observations.docx | |
File Size: | 135 kb |
File Type: | docx |