Page 23 - EdViewptsSpring2017

Figure 1 • The candidate’s is interesting that it was not prioritized
ability to raise by the participants. In the end, the
study showed that principals were hir-
student achievement
in ways that will not
Outstanding -2 -1 0 1 2 Achievement • Whether the ing for the “right fit” for their school and
school community before they were
necessarily show
Student
up on standardized
hiring for the ability to raise student
Growth
tests.
achievement. Given the current state
of accountability measures in place for
both teachers and principals surround-
candidate has
a traditional
found are cause for reflection to see
versus alternative
Ineective Achievement • How far the ing student achievement, the results
if what principals are looking for when
Student
certification.
making the most important decision
Loss
matches what teaching positions now
candidate lives from
the school. require from candidates in order to be
successful.
1. What characteristics do public • The candidate’s enthusiasm
elementary school principals look for teaching. At the Joseph J. Catena Elementary
for when selecting candidates to School (JJC) in the Freehold Township
hire for teaching positions in their Of 15 predetermined characteristics of School District (FTSD), the decision
school? teachers presented for consideration of which teachers to hire has been
2. What do elementary school prin- in the study, three were found to be paramount in comparison to all others.
Whether it is for tenure-track positions,
statistically significant in relation to a
cipals perceive to be the charac- principal’s decision (Figure 2) (at the long-term substitute teachers, para-
teristics of teaching professionals .05 threshold used for social sciences): professionals, or day-to-day substitute
that positively impact student teachers, each opening is carefully
achievement results? 1. the candidate’s ability to relate reviewed. Based in part on information
Teacher Descriptors effectively with peers and learned from this study, only those
administration,
• The candidate’s classroom 2. the candidate’s ability to relate candidates who stand out as excep-
management skills. well with students and parents, tional across all considered categories
are invited to join the staff. Over the
• The candidate’s ability to 3. and the candidate’s ability to raise years this work has been enhanced
relate well with parents. student achievement through by a pivotal and strategic partner-
• The extent to which the candi- standardized assessments. ship with Georgian Court University
date’s philosophy of learning A thought provoking point that surfaced regarding student teacher placement,
is a good fit with the school’s. through the study was that a significant which has allowed JJC to develop and
• The candidate’s ability to raise relationship was not found with indica- maintain relationships with top quality
candidates for future positions.
test scores. tors that described the candidate’s
• The candidate’s gender. academic or experiential background It is important to note that during that
time JJC has continued to excel, meet-
(prior teaching experience, advanced
• The candidate’s ability to create degree status, traditional as opposed to ing or exceeding student achievement
a fun and stimulating classroom alternate certification, or the college or benchmarks, as well as being named
environment for students. university that the candidate attended). as a Promising Practices School,
• The candidate’s prior teaching In fact, of 27 principals who completed which built upon its previous designa-
experience. the survey and had the chance to select tion as a National School of Character.
• The candidate’s ability to relate those four indicators as being extremely In addition, JJC has contributed to
FTSD being accepted into the League
well with other colleagues important to their hiring decision, it only
(teachers and administrators). happened once. (Figure 3) Figure 2
• The candidate’s ability to At the least, this is a curious Category & Rank T-Score Significance
provide a positive role model finding because as previ-
for students. ously stated, principals were #1. Ability to Relate 11.314 .000
seeking to hire candidates
• The quality of college or who could raise student w/Students &
Parents
graduate program candidate achievement. The point could
attended. be made that a candidate’s #2. Relates well 10.153 .000
with Colleagues &
• Whether the candidate has an preparation and experience Administration
MA or other advanced degree would contribute to their #3. Raise 6.868 .000
in education. success in raising student Standardized
achievement, and therefore it
Testing Scores

Educational Viewpoints -21- Spring 2017