SPS学校领导招聘流程

Below is information that will help you understand the principal hiring process that 正规买足球的App uses as it works to recruit and retain the best school leaders.

在12月, 正规买足球的App advertised for applicants to apply to a pool of qualified candidates for school principal. Those external candidates who meet minimum qualifications and who pass a rigorous in-person interview are placed into the pool. 西雅图现任校长, 校长助理, and candidates from our Aspiring Principal Academy are automatically placed in the pool.

From there, candidates have an opportunity to apply for any of the open school positions posted. The Human Resources (HR) team forwards applications for specific schools to the Executive Director of 学校 and the Directors of 学校, who review each site’s applicants and invite top candidates to be interviewed by site-based teams.

More information about Leading in Seattle and School Leader pools

SPS学校领导招聘指南

The following are the guidelines 正规买足球的App uses when hiring a principal: 

• The Superintendent has final hiring authority and may appoint or move a principal (or assistant principal) at any time. 
• Per the Collective Bargaining Agreement with our principals’ association, we consider any expressed desires by principals and 校长助理 for horizontal or vertical movement. The Executive Director of 学校 and the Directors of 学校 review the requests and can make recommendations to the Superintendent if they feel a person is a strong candidate for the needs of the system or the needs of a building. 
• If the Superintendent does not make an appointment or transfer, the HR department posts the position. When that happens, a hiring team led by the school’s Director is formed. 这个团队, based on applicant materials and interviews, makes recommendations that are forwarded to the Superintendent. The Superintendent has final authority on hiring decisions and may accept or reject the recommended candidate. 
• 最后, there are times where the Superintendent will recommend a candidate be hired with an “interim” status. This usually takes place when a position has not filled by a specific date, 通常在八月中下旬, or a position comes open after the student school year has started.

发布空缺职位

When a position is open for hire, a job advertisement is created and posted by the HR department.

Candidates can access and review all open positions via the HR Careers page.

The school’s Building Leadership Team (BLT) has the opportunity to add specific language to the advertisement that provides unique details that a candidate should consider when applying to that school.

The Director for the specific school will work with the BLT and the PTA/PTO to develop a few building-specific questions that may be used during the interview process.

招聘委员会及面试

The Director for the school takes the lead on forming a hiring committee that will interview candidates who have been moved forward from the HR screening process.

The Director for the school works with the BLT and PTSA/PTO leaders to identify the members who will represent the school portion of the team. The Director will also work with central office departments to identify central staff to join the team. The hiring teams will consist of the following members: 

小学

• 1 primary certificated teacher and community member (parent/guardian or community member)
• 1 intermediate certificated teacher and community member
• 1名专业(SPED, ELL, PE, Art等.)
• Administrative secretary or a classified representative
• 2 central office leaders or building principals
• 1-2名学校负责人

The total would be 9-10 members on the team.

中学

• 3 core instruction certificated teachers (LA, SS, Math, Science) or 2 core and 1 specialist
• 3名家长/社区代表
• 1 classified staff member (head administrative secretary preferred)
• 1教学助理
• 2 central office leaders or building principals, and one to two Directors of 学校

The total would be 11 or 12 members on a team.

Community Representatives on Hiring Teams

人力资源部门鼓励学校董事, BLTs and parent organizations to also consider having a representative group of community members on hiring teams that reflect not only the racial, 少数民族, and cultural diversity of the school but also representatives that include diversity of socio-economic background, 性取向, 性别认同, 等.

It is also suggested that interviews and other hiring activities take place on days and times that allow working parents/community members the opportunity to participate.