Teaching Competencies Abbotsford School District BCSSA, August 2015 Marnie Wright, Carla Danielsson, Leigh Howard
Teaching CompetenciesAbbotsford School DistrictBCSSA, August 2015
Marnie Wright, Carla Danielsson, Leigh Howard
Overview
• Demonstration: Hiring Without Competencies• What are Hiring Competencies?• Benefits of Using a Competency Model• Phase II: Supporting Employees to meet the
Standards, Performance Reviews
Demonstration: Hiring Without Standards
• Tell me about your approach to differentiating instruction?
Core Competencies
* All K-12 Teacher Require for Success
SpecialtyCompetencies
* Specialty Teachers Require for Success
Best Candidat
e
• Clear, defendable hiring decisions• Consistent hiring decisions • High standards allow for a new level of rigor• Create alignment of hiring and teacher
support and development• Hiring - not based on seniority
What are the Benefits?
• Principals• Teachers• Union Partners• Senior Management
Who Will Define What We Value About Teaching -> Involving Stakeholders
Defining Competencies:Table Time- 15 min
• Read through a deck competency cards.
• As a team, select the top 8 competencies you agree are most important for teachers
• Put those competencies on the top of your pile
Table Time- 10 min
• Find another other group in the room. Join them.
• In the new group, explain your top selections. Listen to the other partners and come to consensus on a new top 8 list
• When you have consensus, trade in one deck for your voting stickers
Building a Competency Model
• Using this process, we worked groups of teachers, Principals and union executive
• Clear patterns for competencies chosen by various groups
• Then the Principal working group defined each competency: “Hiring Standard” and the “Distinguished”
Principal Tools and Training: How to Use a Competency Model
• Trained Principals on effective hiring - particularly asking Behavioural Based Questions
• Requiring an example of based on recent experiences• Training Principals on how to use the standards• HR provided Principals with the training and a
database of questions
Demo: Hiring using the model
• Think about a student you have taught in recently. Tell me about a time when you differentiated instruction to meet that student’s unique needs?
Phase II: Supporting Teachers to Achieve the Standard
• Onboarding: Providing candidates with their Interview Assessment
• Training: Develop customized resources for each competency, offer training
• Tie mentoring to competency model• Performance Evaluation • Tracking outcomes hiring and look for trends