Date Published:
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SISEP eNotesNotes, News and Discussion from the |
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October 15, 2015 Selecting Staff for Active Implementation |
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Selection is a key Implementation Driver. Staff selection is an essential starting point for achieving excellent outcomes in classrooms and schools. Likewise, staff selection at the district, region, and SEA level is key to providing excellent supports to schools and teachers. |
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A good staffing choice can add healthy diversity to the existing knowledge base in the organization and contribute to the learning community. A poor choice can create a vacuum that creates distractions for programs for students, and draws energy from supervisors and colleagues, for months or years to come. How do we get started with staff selection for implementation work? First, staff selection is not just an HR function. It is a leadership function, as well as a function of the job applicant. HR can check the credentials and backgrounds of applicants. Leadership can check for relevant values, philosophies, knowledge, skills, and compatibility with the learning community. Both HR and Leadership can provide a clear description of how the organization is run and the expectations for staff. The applicant decides if he/she can work within the organization that was described. So, a good choice is actually a mutual employment decision – what we call mutual selection. Second, an important step often overlooked in the selection process is using scenarios, role play and/or behavior rehearsals to assess an applicant’s coachability. Training is a given in most organizations. Selection, training and coaching together are what “drive” active implementation. Examples can include checking to see how the applicant accepts feedback delivered in a positive and constructive way. We encourage you to explore the difference between traditional hiring, and staff selection for active implementation in your organization. Here are some resources to help you get started and get better. |
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Get Started
Get Better
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