PAUL WIRTZ, NKU; THE HIRING PROCESS MICHAEL CHIRICHELLO, NKU; ASSESSING LEADERSHIP CAPACITY KELLEY RANSDELL, NKU; ED.D. CANDIDATE AND FAYETTE CO. ADMINISTRATOR.

PAUL WIRTZ, NKU; THE HIRING PROCESS

MICHAEL CHIRICHELLO, NKU; ASSESSING LEADERSHIP CAPACITY

KELLEY RANSDELL, NKU; ED.D. CANDIDATE AND FAYETTE CO.

ADMINISTRATOR

MARK WASICSKO, NKU; STUDENT ADMISSION PROCESS

A decade of implementing research-based disposition instruments:

2010 series

Brought Perceptual Theory perspective on disposition to Kentucky EKU NKU Dispositions Symposia

M. Mark Wasicsko, Ph.D.Dean and Bank of Kentucky Endowed Chair of Educational

LeadershipCollege of Education and Human Services

Northern Kentucky University859-572-5229

[email protected]

Application of theory at EKU and NKU

Teacher education candidatesAll education candidatesAll human services candidatesP-12 school position candidatesFaculty hiring

Title: The Hiring Process

Paul Wirtz, Ph.D. Doctor of Education Program Director

College of Education and Human ServicesNorthern Kentucky University

[email protected]

Hiring Process Overview

Clearly identify knowledge, skills and dispositions you want to see

Communicate effectively to locate candidatesTrain the hiring team on the process and

beliefsPrescreen to focus on only viable candidatesConduct extensive, systematic interviews

Who we choose to be our colleagues and to work with our students is the

single most important thing we do to improve quality

and success.

Part #1- Search Outcomes

Ineffective Effective

Transformative

Degenerative

SCREEN FOR THESE

HIRE THESE

What We Can Change

knowledge, punctuality, appearance

people skills, assessment strategies, technology infusion

caring, enthusiastic,responsible, committed, energetic, positive, enjoyable, humorous, accepting

relatively easy to change

relatively difficult to

change

Train for These

What We Can’t Change

knowledge, punctuality, appearance

people skills, assessment strategies, technology infusion

caring, enthusiastic,responsible, committed, energetic, positive, enjoyable, humorous, accepting

relatively easy to change

relatively difficult to

change

Select for These

Conceptual Framework: The Effective Educator as Effective Person

Perceptual Dispositions Model(Arthur W. Combs)

Four Factors Perceptions of self as IDENTIFY with diverse

individuals Perceptions of others as ABLE, valuable and

worthy Perceptions of purpose as LARGER goals and

implications Frame of reference that is PEOPLE rather than

thing oriented

PERCEPTUAL RATING RUBRICS PERCEPTIONS OF SELF:

IDENTIFIEDThe educator feels an oneness with all people. S/He perceives him/herself as deeply and meaningfully related to persons of every description.

UNIDENTIFIEDThe educator feels generally apart from others.His/her feelings of oneness are restricted to those of similar beliefs.

7 6 5 4 3 2 1

ABLEThe educator sees others as having capacities todeal with their problems. S/He believes others arebasically able to find adequate solutions to events intheir own lives.

UNABLEThe educator sees others as lacking the necessarycapacities to deal effectively with their problems.S/He doubts their ability to make their owndecisions and run their own lives.

LARGERThe educator views events in a broad perspective.His/her goals extend beyond the immediate tolarger implications and contexts.

SMALLERThe educator views events in a narrow perspective.His/her purposes focus on immediate and specificgoals.

PEOPLEThe educator is concerned with the human aspectsof affairs. The attitudes, feelings, beliefs, andwelfare of persons are prime considerations inhis/her thinking.

THINGSThe educator is concerned with the impersonalaspects of affairs. Questions of order, management,mechanics, and details of things and events areprime considerations in his/her thinking.

7 6 5 4 3 2 1

PERCEPTIONS OF OTHERS:

PERCEPTIONS OF PURPOSE:

7 6 5 4 3 2 1FRAME OF REFERENCE:

7 6 5 4 3 2 1

Recruit for Dispositions

Devise a recruiting plan that will appeal to persons with the desired dispositions Advertisements Develop a complete plan Interview for results

Recruit for Dispositions

Write your job description & ad Describe your ideal candidate dispositions Write an ad that would appeal to him/her Decide how to get the word out and where

to advertise

Pre-screen candidates for minimum requirements

Let US contact YOU : Visit us at http://coehs.nku.edu/gradprograms/edd/. If you can imagine yourself being part of our team, please send a brief email indicating your interest and a short resume to Paul Wirtz at [email protected]. He will contact you to provide information, answer questions, and suggest next steps.

Preliminary review by committee members - the “three pile” approach

Aggregate scores from each member on a three point scale

[ +1 0 -1 ]

Extensive Telephone Interviewing

Interview ALL possible candidatesTeams of interviewers (no less than two per)Same questions and formats for all

The Dispositions Interview

Begin the interview with usual questionsTreat answers as self-reported informationGet beyond rehearsed remarks and engagedin conversation on topics that interest themUse reflective listeningAllow candidates to ask questionsThere are no absolute right or wrong answers

Dispositions About Self

Describe your “perfect day?”

What kind of problems do people bring you?

Dispositions Toward Others

How would your colleagues describe you?

Tell about a situation in which you helped a person or taught a significant lesson.

Dispositions Regarding Frame of Reference

If your life works out the best you can imagine, what will you be doing in 5 years?

How do you maintain a balance in your life between work and play?