Assistant Principal Selection - Fulton County Schools FCS · Assistant Principal Selection 2015-2016 ... •Interview Questions •Rolling Job ... required to pursue the Specialist

Assistant Principal Selection 2015-2016Talent Management and Organizational Strategy Talent Division

Talent Management Team2015-2016

Discussion TopicsSelection Process

2015-2016 Selection Schedule

Interview Preparation

Questions & Answers

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•Area Executive Directors

•Applicants

Rolling JobPosting

Pre-ScreenApplicants

Skills Assessment

Central OfficeInterview

1- “Fit”

School Interviews

2-“School Fit”

Final Interview3-“FCS Fit”

Board Approval

Assistant Principal Selection Process

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•Approve candidate

•Application

•Reference form

• Behavioral interview

• Role Play Simulation

•Interview Questions

•Rolling Job posting

•Application submitted

WHAT?•Behavioral interview Questions

•Presentation on First 90 Day Plan

•Applitrack

•Talent Management

•Area Executive Directors

• Area Executive Directors

• Human Resources

• Principals

• Applicants

•Principal

•Area Executive Directors

•Human Resources

•School Representative

•Area Superintendents

•Deputy Superintendent of Academics

•School Board

•Talent Management

•Applicants

WHO?

•Timed Writing Sample

•Timed Data Sample

UPDATED AUGUST 2015

Initial Application ScreeningMinimum Requirements for Moving Forward Master's Degree in Education,

Educational Administration, or a related field

Qualifying GACE exam score**

Must hold a clear renewable or be eligible for a Georgia provisional Leadership Certification*

Minimum of 3 years of Certified School Experience

Resume

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* (1) A Specialist Degree and (2) experience in a school-based leadership role are requirements for a Georgia clear renewable Leadership Certification. ** A qualifying GACE score—which can be taken at any time—is required to pursue the Specialist Designation to achieve the Leadership Certification level.

UPDATED JANUARY 2016

Assistant Principal Selection has 3 central components1. Assistant Principal Fit

Competencies, Presence, Readiness

2. School FitMeets School Leadership NeedsMeets Your Career Desires

3. Fulton FitAligned With District Direction and Leadership Expectations

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Past Behavior as a predictor…One 30 minute behavioral interview Specific questions that ask what the

person has done in past roles that are relevant to the new role

Learn how candidate has actually behaved instead of making decisions based on “hypothetical “ or “gut feelings”

Examples of questions:"Give me an example of....""Tell me about a time when you....""Describe a situation where you....""Explain how you...."

Demonstrative capability…

Review generic school data Candidate will be given 30

minutes to prepare for a role play situation.

Candidate will lead a 15 minute discussion on key themes identified and recommendations with “team” – interviewers

NOTE:Candidates will be considered in the “pool’ only after successful completion of the Central Office Interview

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1. AP Fit - Central Office Interview

2. School Fit – School Principal InterviewWhen a vacancy exists, the Area Executive Director and

School Principal will select 2-4 candidates from the “pool” for a school interview.

• Interviews will include Behavioral Interview Questions• “90 Day Plan” presentation will give the candidate the opportunity

to discuss critical themes associated with the school• Interviewing team may include:

o Principal o Administrative Staff and Teachers (possibly) o Area Executive Director o HR Staffing Director

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3. Fulton Fit – Dr. Anderson Interview

In the FCS fit interview, each candidate will have the opportunity for a 1x1 interview with Dr. Rob

Anderson, Deputy Superintendent of Academics, which assesses:

• Readiness for the Assistant Principal Position

• Fit within FCS Vision and Values

• Area Superintendent or Area Executive Director will accompany each candidate through this interview stage

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Leadership Pool Selection Schedule

Planning, Communicationand Outreach

ONGOING

Candidate Interest and Application

Window*NOW ROLLING*

Application Screening and

Interviews GENERALLY

NOV, MAR, JUN

Central Office Interviews and Final Selection

GENERALLYNOV, MAR, JUN

Typical Candidate Flow

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Key Changes from Prior Years:Application is now a Rolling Process

Screens and Interviews will occur at Scheduled Intervals* *NOTE intervals, schedules, and processes may vary based on vacancy demand and pool supply

Preparing for the InterviewKey “Look-For’s”

During the Selection Process, the Talent Team and Interviewers are continually assessing candidates on specific competencies. A candidate should positively represent themselves through key

look-for’s:

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Leadership Essentials

Leadership EssentialCreates Value for Our Customers

Helps build a collaborative learning community by

supporting the professional development

of others and pursuing opportunities to increase personal skills and ability

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Leadership EssentialEmbraces Change to Drive Improvement

Continually seeks and champions ways to drive

improvement by demonstrating sound

judgment and a willingness to challenge

the status quo to increase district success

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Leadership EssentialLeads by Example

Authentically works with others in a way that builds credibility, mutual respect

and encourages transparent conversations and ownership for results

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Leadership EssentialDevelops our Capability

Helps build a collaborative learning community by

supporting the professional development

of others and pursuing opportunities to increase personal skills and ability

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Preparing for the Interview Develop a Strong Resume!

Career Progression

Supervisory Experience

Outcome Oriented

Grammar

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Your resume is the first representation of you that the Interview Team sees….What is it saying?

Preparing for the InterviewConsider what Distinguishes YOU from Other Candidates?

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What is the difference between a list of responsibilities and a list of

accomplishments?

vs.

Preparing for the InterviewQUANTIFY the Outcome of your Contributions!

Good: As an EIP teacher, I implemented differentiated instruction strategies

in math and reading, which resulted in improved levels of student achievement.

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BETTER: Outcome…76% of the 3rd grade students serviced by the EIP

program I implemented passed the Spring 2012 administration of the Georgia Milestones.

Example: As an EIP teacher, I implemented differentiated instruction in

math and reading...

Preparing for the InterviewPractice Being Clear and Concise

STAR Method S – Situation, background set the sceneT – Task or Target, specifics of what's required,

when, where, who A – Action, what you did, skills used, behaviors,

characteristicsR – Result and outcome, what happened

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Preparing for the InterviewAvoid Common Mistakes• Don’t include “irrelevant”

information

• Pictures create bias

• Quotations should be limited to a personal statement

• Lack of action verbs

• Confusing Objective vs. Personal Statement

• Check for grammar

• Format/Length (make it easy to find pertinent information)

• Having only one standard resume (customize)

• Leaving off volunteer and community involvement

• Familiarity with Resume

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Questions

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Contact us…

Talent Management Team

Arthur Mills IVExecutive Director, Talent Management (470) [email protected]

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