Running head: STAFF RESTRUCTURING PLAN 1

Staff Restructuring Plan

Sara Wayne

Grand Canyon University: EAD-536

3/3/2020
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Upon determining how I would like to restructure my staff based off of team dynamics,

performance evaluations, and student achievement scores I would then begin thinking about the

types of candidates that I would like to hire for those open positions. For all positions I would

begin by looking at their certifications and ensuring that they are certified for the specific grade

level or content area that I am hiring for. From there I would look for who has an understanding

of STEM and how to integrate it into all curriculum areas. This would be looked into seeing what

level of understanding the candidate has with STEM and if they can provide specific examples of

how they have used STEM before. Lastly, I would look at using technology and specific

scenarios within classrooms or working with teams. This would provide myself with an idea on

how much support they will need when it comes to using technology or how they will be with

working with a team or those dynamics that are currently on the team. Understanding there are

some strong personalities on some teams that I need to find someone who will work best with

them for the next school year.

When it comes to my interview committee, I would include my assistant principals, any

instructional coaches that are at my school, and the lead teacher for that specific grade level. For

all interview the administrative team would always be on the committee, but the only factor that

would change would be the grade level teacher for the specific grade level they are looking at.

When using teachers as part of the interview committee it would benefit the search for the best

teachers for a school based on the teacher expertise of the school

If a candidate is flexible with placement, I may include 2 lead teachers to help provide

another point of view. The more consistent the interview committee can be the more valid

feedback there will be for all interviews where they can easily compare and contrast the different

candidates. I wouldn’t look at hiring any specific position before others as in any grade level that
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has a teacher that we are looking at hiring there is only one open spot. If I needed to select one

that needed to be filled first, I would begin with the 8th grade Math position as I know how hard

it can be to find someone for this position that has an understand for STEM integration.

As I begin to prepare for the interviews, I will come up with a list of questions that I feel

all interview candidates must answer. This may also include a performance questions to ask them

how their previous administration viewed them based on their performance or if they have ever

received any disciplinary actions against them and the reasoning behind that. This is something

would not be asked of any new candidates that do not have experience. A few others that I would

ask would be of the following:

- Why did you want to become a teacher?

- If you and a colleague are not getting along, what would you do to seek a more

collaborative relationship?

- Why did you choose to apply for this position?

- How familiar are you with STEM? How have you used STEM into your classroom

before?

- If you are hired, in what areas do you think you would require the most support?

(Tooms & Crowe, 2004).

During the hiring process it is very important to ensure that the candidates have

completed all required materials to obtain their certification. Once this step has been

accomplished and I would like to offer a contract to a candidate I would need to see if they are

potentially under contract with another school and what steps they would need to go about in

order to break their contract. This is something that is important as some districts require

teachers to pay a specific fee for breaking their contract. Many contracts contain provisions that
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must occur if a teacher decides to terminate their employment before the end of the contract

(Teachers' Rights: Contracts, 2016). One more item that I would need to think about is the salary

of the teachers that I would be offering a contract to. This is huge to ensure that the school has

the budget for those salaries or for those who are trying to negotiate their salary. If there is not

enough in the budget for those salaries, then this may adjust my decisions.

It is important to think about each of the steps into the hiring process that will be best for

the school, the grade level teams, and also the students. There are so many parts to the hiring

process that begin with restructuring the staff before looking at hiring other teachers. However,

we have to determine the best fit for everyone to be successful.

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References

Clement, M. (2013). Teachers Hiring Teachers. Retrieved from

http://www.ascd.org/publications/educational-leadership/oct13/vol71/num02/Teachers-

Hiring-Teachers.aspx

Teachers' Rights: Contracts. (2016). Retrieved from https://education.findlaw.com/teachers-

rights/teachers-rights-contracts.html

Tooms, A., & Crowe, A. (2004). Hiring Good Teachers: The Interview Process. NAESP, 50–53.