Office of Human Resources Administrative Recruiting Plan 2011-2012 - - PDF document

▶

Sep 04, 2023 422 likes •767 views

THE AUSTIN INDEPENDENT SCHOOL DISTRICT Office of Human Resources Administrative Recruiting Plan 2011-2012 AISD STRATEGIC PLAN: STRATEGY 3 Ensure that every classroom has a high-quality, diverse and effective teacher, supported by high-quality,

SLIDE 1

THE AUSTIN INDEPENDENT SCHOOL DISTRICT

Office of Human Resources

Administrative Recruiting Plan 2011-2012

Revised November, 2011

ACTION STEP PERSON (S) RESPONSIBLE COST TARGET DATE EVIDENCE OF COMPLETION 1 Identify local, state, and national conferences to attend for recruiting purposes. Director R/S, Admin. Staffing Coordinator $8,000 12/1/11 A list of conferences will be generated. 2 Identify an appropriate organization/company to provide assistance in the recruitment of quality principals. Director R/S, Admin. Staffing Coordinator $10,000 12/21/11 An agreement will be signed by the Chief Human Capital Officer. 3 Develop an interactive software program for the Superintendent to utilize during the screening and selection process for principal vacancies (ie. Talent mapping). Director R/S, Admin. Staffing Coordinator $15,000 1/15/12 A consultant agreement will be generated, and the company will build the software program with input from HR. The Superintendent will utilize the program during the hiring season. 4 Develop/maintain relationships with area Principal Certification Programs at univeristies and Education Service Centers. Attend information sessions and other events. Director R/S, Admin. Staffing Coordinator $1,000 1/31/12 A list of events will be developed and added to the recruiting schedule. 5 Provide information about AISD and administrative vacancies to universities and educational service centers. Director R/S, Admin. Staffing Coordinator $300 1/31/12 A packet of information will be generated and mailed to universities and educational service centers. 6 Distribute job postings to placement centers throughout the state and country. Director R/S, Admin. Staffing Coordinator, Administrative Secretary $200 2/1/12 A list of placement centers will be generated, and the postings will be emailed or sent via U.S. mail. 7 Distribute job postings to educational service centers throughout the state. Director R/S, Admin. Staffing Coordinator, Administrative Secretary $200 2/1/12 A list of service centers will be generated, and the postings will be emailed or sent via U.S. mail. 8 Meet with Associate Superintendents to develop an internal pool of administrative candidates who can be considered for principal vacancies. Director R/S, Admin. Staffing Coordinator No Cost 2/17/12 Recommended candidates will be contacted and asked to participate in a video interview for screening purposes. A list of candidates will be generated for principal vacancies. 9 Develop a list of successful principals currently employed outside AISD and send district information/invitation to apply for open principal vacancies. Director R/S, Admin. Staffing Coordinator No Cost 2/17/12 A list of potential candidates using Distinguished Performance Award data for Title I campuses in Texas, AEIS data, Texas Monthly, Top 10 list from national publications, etc. will be developed. AISD STRATEGIC PLAN: STRATEGY 3 Ensure that every classroom has a high-quality, diverse and effective teacher, supported by high-quality, effective administrators and support staff. AISD STRATEGIC PLAN: ACTION STEP, YEAR ONE PRIORITY HR GOALS Hire high-quality and diverse teachers and principals, and reduce their turnover through mentoring, compensation, leadership development and other incentives. *Increase the percentage of minority principals by 2% or more. *Staff all principal positions no later than June 29, 2012. *Staff all assistant principal positions no later than July 20, 2012.

SLIDE 2

THE AUSTIN INDEPENDENT SCHOOL DISTRICT

Office of Human Resources

Administrative Recruiting Plan 2011-2012

Revised November, 2011

ACTION STEP PERSON (S) RESPONSIBLE COST TARGET DATE EVIDENCE OF COMPLETION 10 Invite external principal candidates to a "meet and greet" where round table discussions are used to screen the candidates and build the external principal applicant pool. Executive Director HR, Director R/S, Admin. Staffing Coordinator $1,000 2/25/12 A list will be generated after the event and contact will be maintained through the HR

ffice.

11 Schedule face to face screening interviews with potential candidates for assistant principal and principal positions. Director R/S, Admin. Staffing Coordinator No Cost 3/30/12 A screened applicant list will be develped for principal and assistant principal positions. 12 Recruit at events listed on the recruiting schedule. Director R/S, Admin. Staffing Coordinator $2,000 Ongoing Travel/Effort documentation: event, total cost, # of contacts, # invited for interviews, and # hired. 13 Advertise both in print and on-line newspapers and professional journals - regional and national. Director R/S, Admin. Staffing Coordinator, Administrative Secretary $25,000 Ongoing Advertisements will be placed both on-line and in print in newspapers and journals. (I Hire, Education Week, TASA, LinkedIn, etc.) 14 Utilize the internet to advertise positions through job boards. Director R/S, Admin. Staffing Coordinator, Administrative Secretary $5,000 Ongoing A list of websites will be generated. 15 Utilize the Austin ISD, Channel 22 (Chalkboard) to advertise positions. Director R/S, Admin. Staffing Coordinator, Administrative No Cost Ongoing Job postings will be on AISD Chalkboard. 16 Use the Polaris Principal FIT online assessment tool to screen for candidates who could be considered as potential assistant principal and principal applicants. Director R/S, Admin. Staffing Coordinator No Cost Ongoing A contract with Polaris will be generated. A list of candidates to move forward in the screening process will be developed for the associate superintendents. 17 Invite principal applicants who meet selection criteria on application/resume to complete video-interviews through HireVue, Inc. as a second level screening tool for Associate Superintendents and screening committees to view Director R/S, Admin. Staffing Coordinator $12,000 Ongoing Recorded interviews will be made available for the screening committees. TOTAL $79,700

SLIDE 3

AUSTIN INDEPENDENT SCHOOL DISTRICT JOB DESCRIPTION JOB TITLE: COORDINATOR FOR ADMINISTRATIVE STAFFING Pay Grade: A06 FLSA Status: Exempt Job Code: 1213 Revised: 05/01/12

Document Name: A1213 Page 1 of 2

MINIMUM QUALIFICATIONS: Position requires a bachelor’s degree, with five (5) years of successful experience as a human resources professional or related experience. A master’s degree is preferred. SKILL REQUIREMENTS: This position requires knowledge and skill in the use of personal computers and their software. Incumbent must be proficient in Microsoft or similar computerized applications. Incumbent must have knowledge of State, Local, and Federal laws and regulations. Incumbent must have the ability to use verbal, written, and interpersonal communication effectively. This position requires the ability to analyze information, problem solve, organize projects, conduct events, manage various types of information effectively through the use of technology, work cooperatively as a team member, and interpret the issues and policies of the Public Education

System. Incumbent must have the ability to coordinate programs for substantial numbers of

employees, organize and maintain records, manage various types of information through computer records and databases, and manage time and resources effectively. Incumbent must be able to work hours in addition to the regular workday and travel to recruit new employees. Judgment is required to interpret broad and relatively complex Federal, State, and Local personnel laws, regulations, and policies. Tact and respect for confidentiality are needed to counsel employees and resolve conflicts. JOB PURPOSE AND RESPONSIBILITY: This position is responsible for facilitating functions within a specific personnel program area. Incumbent is responsible for supporting schools and central office departments through the provision of specialized human resources services. Incumbent may be responsible for the management and administration of personnel policies on multiple school campuses and central

ffice departments. This may include overseeing activities, planning, reporting, and conducting

evaluations to ensure the success of the program area. Incumbent may also be involved in program design and planning. Errors may result in non-compliance with laws/regulations, and in the worst scenario lead to legal action against the District. ESSENTIAL FUNCTIONS:

Develop, coordinate, and administer human resources procedures, policies, and programs;
Ensure compliance with Federal, State, and District personnel policies and regulations;

interpret personnel laws, rules, and regulations for administrators and AISD personnel;

Recruit, screen, interview, and hire quality administrative staff for the Austin ISD;

SLIDE 4

AUSTIN INDEPENDENT SCHOOL DISTRICT JOB DESCRIPTION JOB TITLE: COORDINATOR FOR ADMINISTRATIVE STAFFING Pay Grade: A06 FLSA Status: Exempt Job Code: 1213 Revised: 05/01/12

Document Name: A1213 Page 2 of 2

Provide guidance and assistance to administrators, supervisors, and employees on human

resources issues and concerns (e.g.. information on salary, transfers);

Organize and oversee the principal selection process;
Oversee the substitute office;
Oversee the student teaching program;
Develop and maintain a pool of high quality administrative substitutes;
Prepare and maintain staffing reports to ensure accurate accountability of staffing allocations;
Maintain professional development through such activities as classes, committees,

conferences, seminars, workshops, and professional journals;

Participate in strategic planning and program evaluation to develop creative and effective

recruiting strategies. OTHER DUTIES AS ASSIGNED: Perform other related duties as assigned; however, all employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required. PHYSICAL EFFORT AND WORK ENVIRONMENT: Services are generally provided in an office environment. Travel state and nationwide is necessary to recruit staff. This position may involve rare exposure to blood or body fluids. Regular attendance is required. PERSONAL WORK RELATIONSHIPS: Incumbent has significant contact with school employees including school administration. Incumbent also interacts with the general public and public agencies. Incumbent receives administrative supervision. This position reports directly to the Director of Recruiting and

Staffing. Incumbent will supervise two (2) employees. Supervisor may provide detailed

instruction regarding changes in policies, procedures, or laws. Incumbent is significantly involved in recruiting, screening, and interviewing job applicants for administrative positions.

SLIDE 5

PLEASE POST DATE: May 14, 2012

AUSTIN INDEPENDENT SCHOOL DISTRICT

ADMINISTRATIVE JOB OPPORTUNITY

HUMAN RESOURCES COORDINATOR FOR ADMINISTRATIVE STAFFING

The Power of US begins with you! Austin ISD is seeking quality teachers, administrators, and other professionals who will share our goal of helping each child reach his/her fullest potential. We are located in the capital of Texas, a legendary city famous for live music and a quality of life that is unparalleled. Be the difference in Austin ISD!

JOB PURPOSE AND RESPONSIBILITY This position is responsible for facilitating functions within a specific personnel program area. Incumbent is responsible for supporting schools and central office departments through the provision of specialized human resources services. Incumbent may be responsible for the management and administration of personnel policies on multiple school campuses and central office departments. This may include

verseeing activities, planning, reporting, and conducting evaluations to ensure the success of the program
area. Incumbent may also be involved in program design and planning. Errors may result in non-

compliance with laws/regulations, and in the worst scenario lead to legal action against the District. QUALIFICATIONS

Bachelor’s Degree
Five Years of Successful Experience as a Human Resources Professional OR related experience.
Preferred: Master’s Degree

APPLICATION PROCEDURE

Complete the online application at www.austinisd.org selecting the ‘careers’ tab on the top menu bar. Closing Date: Until Filled COMPENSATION

Salary Grade A6, 230 Days - $80,000 - $90,000

(The salary is based on experience and qualifications.) An Equal Opportunity Employer

SLIDE 6

Lorem Ipsum Dolor

Supporting & Rewarding Success in the Classroom

AISD REACH – Strategic Compensation is the Austin Independent School District’s pilot incentive pay program for teachers and principals. The program was designed to advance our efforts to recruit and retain the very best teachers and principals for Austin's schools. This innovative program offers incentives for raising the academic achievement of students and offers leadership pathways for teachers and principals. The program also supplies full‐time mentors who support novice teachers with high‐ quality, individualized professional development, guidance, and classroom support. In addition, AISD REACH provides targeted supports to build the capacity of staff and additional incentives to recruit and keep high quality educators at Austin’s high‐ needs schools. AISD REACH is a program built by Austin Educators for Austin. Through unique partnerships with Education Austin and the Greater Austin Chamber of Commerce, AISD is working to ensure that all students achieve new levels of academic excellence and have access to high quality educators. The AISD REACH Program is now in its fourth year, and is operating in 19 schools across the District. See attached chart for additional program details and incentives.

REACH

AISD

OUR GOALS:

A quality teacher in every classroom, especially in Austin's Highest‐Needs Schools; improved student learning at all schools and for all students; professional growth for teachers; and increased retention rates among AISD teachers and principals.

WANT TO LEARN MORE?

AISD OFFICE OF EDUCATOR QUALITY

(512) 414‐9680, http://archive.austinisd.org/compensation

SLIDE 7

Please note: stipend amounts may be reduced due to changes in the program’s local and federal funding.

SLIDE 8

AUSTIN INDEPENDENT SCHOOL DISTRICT

Office of Human Resources Phone: (512) 414-0069 1111 W. 6th St. Austin, Texas 78703-5338 Fax: (512) 414-9004 Dear Fellow Administrator, The Austin Independent School District is looking for a talented administrator to fill the position of Chief Academic Officer. We are seeking a quality administrator who will share our goal of helping every child reach his/her full potential. We are committed to being the best urban school district in the country. Austin ISD is home to more than 11,000 employees and over 86,000 students. We are a district that values our community partnerships. With the leadership of the Austin ISD Board of Trustees, we have developed a district strategic plan to guide our work for the next five years. This is a wonderful opportunity to be a part of a progressive urban school district in the heart of

Texas. If you know anyone who would be interested in joining the Austin ISD leadership team,

please contact Stefanie Schiesser at 512.414.0069 or by email at Stefanie.schiesser@austinisd.org. We would welcome the chance to share more information about this employment opportunity. Thanks – I hope you are having a great year! Pamela Hall Executive Director of Human Resources Austin Independent School District

SLIDE 9

AUSTIN ISD – HUMAN RESOURCES PROCEDURE EMPLOYMENT PRACTICES - PRINCIPAL SELECTION PROCESS Principal positions shall be filled through advertisement and interviewing or through direct appointment, unless the Board approves a different procedure for filling a specific opening.

1. The Office of Human Resources will announce vacancies for high school, middle school, and

elementary school principals.

2. In collaboration with the Associate Superintendents, the Office of Human Resources will

review the applications, conduct pre-screening interviews, and develop a pool of quality applicants eligible to participate in the formal interview process.

3. The Associate Superintendent will meet with the community and develop a school/position
profile. See attached document.
4. The Associate Superintendent will meet with the staff and develop a school/position profile.

See attached document.

5. The Associate Superintendent, selected vertical team principals, and a representative from

the Office of Human Resources will identify individuals from the pool of eligible applicants who match the profile developed by the community/staff and select candidates to participate in the interview process.

6. The appropriate Associate Superintendent, the co-chairs of the Campus Advisory Council

(one parent; one teacher), one parent selected during the community meeting to develop the school/position profile, and one teacher selected during the staff meeting to develop the school/position profile will interview the recommended candidates and select three finalists.*

7. The Superintendent, Chief Schools Officer, and appropriate Associate Superintendent will

interview the finalists.

8. The Office of Human Resources will verify the written references via phone conversations

and complete the background check for the final candidates.

9. Upon receipt of clearance from the Office of Human Resources, the Superintendent will

make the final selection.

10. Once the Superintendent selects a candidate for the principal position, the Office of Human

Resources will contact the candidate and offer the position contingent upon Board approval. The candidate will be asked to maintain confidentiality until the Tuesday after the Board meeting.

SLIDE 10

EMPLOYMENT PRACTICES - PRINCIPAL SELECTION PROCESS (Cont.)

11. A representative from the Office of Human Resources will contact the candidates

interviewed by the Superintendent who were not selected for the position the Friday before the Board meeting.

12. The Board of Trustees will approve the appointment on consent agenda as recommended by

the Superintendent.

13. If school is still in session on the Monday of the Board meeting, the Associate

Superintendent will schedule a faculty meeting to introduce the new principal to the staff. A reception will be held in honor of the new principal during this week to introduce him/her to the school community. The Associate Superintendent’s office will send a letter to parents inviting them to the reception where the new principal will be introduced.

14. If school is not in session on the Monday of the Board meeting, the Associate Superintendent

will utilize the School Messenger System to notify both the school community and staff regarding details about a reception for the introduction of the new principal. *Interview Committee The CAC co-chairs (one teacher and one parent) must serve on the interview committee. If the staff member who serves as co-chair is not a teacher, the CAC must elect a member who is a teacher to serve on the interview committee. If a parent does not serve as co-chair, the CAC must elect a member who is a parent to serve on the interview committee. The CAC will develop a process and select the second parent and teacher to serve on the committee. Interview committees for the two magnet campuses must be comprised of one parent and one teacher from the magnet program and one parent and one teacher from the comprehensive program. The interview committee to select a principal for a new school will include parent and teacher representation from the majority feeder schools. The Chief Schools Officer will determine the appropriate number of teachers and parents to serve on the committee.

SLIDE 11

AUSTIN ISD - HUMAN RESOURCES PROCEDURE

for

EMPLOYMENT PRACTICES – ADMINISTRATIVE PERSONNEL SELECTION At the Level of Principal/Director and Above Administrative positions at the level of principal/director and above shall be filled through advertisement and committee interviewing or through direct appointment, unless the Board approves a different procedure for filling a specific opening. 1. Announcement of Vacancy - Administrative job vacancies to be filled through advertisement and committee screening shall be announced within the District and at the discretion of the Superintendent, may be advertised outside the District. The job announcement shall contain the following information: a) date of announcement; b) position; c) job description; d) duties and responsibilities; e) job qualifications; f) required experiences; g) salary range; h) application procedures and i) state certification requirements. Preparation of the job announcement shall be the responsibility of the Office of Human Resources. Job descriptions, duties and responsibilities, job qualifications and required experiences shall be developed jointly by the Office of Human Resources and the hiring supervisor as necessary. All Austin ISD schools will receive a copy of the job announcement. It will be posted prominently at the Carruth Administration Center. At the discretion of the Superintendent or his/her designee, the job announcement may also be sent to accredited institutions offering training programs in the area of the vacancy and to other agencies and organizations. The District’s guidelines shall advance the Board’s commitment to equal opportunity employment and to recruiting well-qualified candidates. 2. Application - The on-line application must contain a letter of interest/application, official transcripts, certification credentials (if applicable), a resume, three assessment forms and any other information specified in the job announcement. At least one assessment form must be from a former or current supervisor. 3. Eligibility - The Office of Human Resources shall review all on-line applications to determine whether the applicants meet minimum requirements for the position. 4. Screening Committee – The Superintendent or his/her designee shall appoint a screening committee. This committee will screen candidates who have expressed interest in the posted position. The committee will select candidates for the interview committee. 5. Interview Committee - The Superintendent or his/her designee shall appoint a committee. a) The committee for campus-based administrators will interview candidates and recommend a candidate(s) to the Superintendent or his/her designee. The committee shall consist of a minimum of three members and shall include a diverse group of District staff. Parents and community members (representatives from the Campus Advisory Committee, PTA, etc.) will serve on the committee as deemed appropriate by the Superintendent or his/her designee.

SLIDE 12

b) The committee for District based administrators at the level of director or above will interview candidates and recommend a candidate to the Superintendent or his/her designee. The committee shall consist of a minimum of three members and shall include a diverse group of District staff. Parents and community/professional representatives with special content expertise (CPA’s, real estate, medical, etc.) may serve on the committee as deemed appropriate by the Superintendent or his/her designee. Associate Superintendents may elect to serve on any committee. The interview segment will include the head of the department in which the vacancy exists, other staff members whose function may require interaction with the candidate and a representative from the Office of Human Resources as may be appropriate. Each committee member must maintain the confidentiality of the committee’s scoring, ranking, deliberations and recommendations. A committee member must withdraw from service if, for any reason, it is believed he/she cannot make an impartial decision or if such service would jeopardize the impartiality of the selection process. The hiring supervisor shall provide the Office of Human Resources with a list of individuals recommended to serve on the committee.

6. Interview and Recommendations - The hiring supervisor shall serve as the chairperson of the interview
committee. Before conducting any interviews, the chairperson of the interview committee shall review

established interviewing and rating procedures with the committee members. At the conclusion of all interviews, the chairperson will collect notes/ratings/rankings from the committee members and deliver them to the Office of Human Resources. Any interview committee member may forward concerns and recommendations directly to the Superintendent in writing. A representative from the Office of Human Resources will offer the position. Special Note for Principal Recommendations: Once the Superintendent selects a candidate for the principal position, the Office of Human Resources will contact the candidate and offer the position contingent upon Board approval. The candidate will be asked to maintain confidentiality until the Tuesday after the Board meeting. A representative from the Office of Human Resources will contact the candidates interviewed by the Superintendent who were not selected for the position the Friday before the Board meeting.

7. Regret Letters - After the hiring supervisor has completed interviews and a candidate has been

recommended to the Office of Human Resources for hire, the HR office will send a regret letter to all candidates who applied for the position through AppliTrack.

8. Superintendent’s Recommendation - The Superintendent or his/her designee shall select and

recommend to the Board the candidate for consideration and approval for all administrative vacancies at the level of principal/director and above. If the Superintendent cannot support any of the candidates, he/she may direct re-advertising the vacancy or other methods of recruitment.

9. Direct Appointment - The advertising of administrative vacancies both inside and outside the District

may be waived by the Superintendent or his/her designee when the needs of the District, division, department or school can best be met under the following criteria: a) by the direct appointment of a staff member or b) by the direct appointment of a candidate selected for interview by the Superintendent or his/her designee.

SLIDE 13

AUSTIN INDEPENDENT SCHOOL DISTRICT

Office of Human Resources Phone: (512) 414-0069 1111 W. 6th St., Austin, Texas 78703-5338 Fax: (512) 414-9004

CONFIDENTIALITY DISCLOSURE STATEMENT If a member of the committee shares confidential information he or she is not authorized to disclose, there is potential personal liability. The Open Records Act makes this a misdemeanor criminal violation punishable by a fine of $1000 and/or confinement in the county jail for not more than six months. In addition, if the information shared is untrue and damages the applicant’s reputation, the person who released the information potentially is personally liable for whatever amount of damages the applicant can prove. Generally, resume-type information (name, degrees held, certificates held, education, experience in education or other fields, honors) may be shared without fear of repercussions. NO INFORMATION FROM APPRAISALS OR OTHER EVALUATIVE DOCUMENTS SHOULD BE

DISCLOSED. Much of the information in a personnel or applicant file

is not confidential, but because the penalty for wrongful disclosure is so severe, lay members of screening/interview committees should be strongly cautioned that if they release information outside of the resume-type information set out above, they do so at their own peril.

SLIDE 14

AUSTIN INDEPENDENT SCHOOL DISTRICT

Office of Human Resources Phone: (512) 414-0069 1111 W. 6th St., Austin, Texas 78703-5338 Fax: (512) 499-0270 Screening Committee Confidentiality Statement I ___________________________________, agree to serve on the Screening Committee for the position of: I understand that all information gathered by or presented to the committee is confidential in nature. I agree to keep all such information confidential and to discuss this information only with members of the committee and/or the Superintendent or the Superintendent’s designee. I understand that all written materials issued to me and any notes I may take shall be returned to the chairperson of the committee at the end of the screening process. I understand that the purpose of this committee is to screen candidates and to select candidates for interviewing. The selection of the person to be employed shall be made by the Superintendent or the Superintendent’s designee. I understand and agree to follow the above guidelines for serving on this committee. I understand that I may be subject to personal liability if I disclose unauthorized

r confidential information in violation of my agreement.

________________________________________ _____________________ Signature Date

SLIDE 15

AUSTIN INDEPENDENT SCHOOL DISTRICT

Office of Human Resources Phone: (512) 414-2751 1111 W. 6th St., Austin, Texas 78703-5300 Fax: (512) 499-0270 Interview Committee Confidentiality Statement I _________________________________________, agree to serve on the Interview/Selection Committee for the position of: . I understand that all information gathered by or presented to the committee is confidential in nature. I agree to keep all such information confidential and to discuss this information only with members of the committee and/or the Superintendent or the Superintendent’s designee. I understand that all written materials issued to me and any notes I may take shall be returned to the chairperson of the committee at the end of the interview process. I understand that the purpose of this committee is to interview candidates and to recommend a candidate for employment to the Superintendent. The selection of the person to be employed shall be made by the Superintendent or the Superintendent’s designee. I understand and agree to follow the above guidelines for serving on this committee. I understand that I may be subject to personal liability if I disclose unauthorized

r confidential information in violation of my agreement.

________________________________________ _____________________ Signature Date

SLIDE 16

Building a Principal Profile

With Staff: 1. The current principal calls a required staff meeting. The Associate Superintendent conducts the meeting, and the principal does not stay for the process. The principal ensures that teachers are notified of meeting date/time and that required materials are available. 2. The Associate Superintendent outlines the timeline for selection and the process that will be followed. The staff is told that their input is being sought as to the qualities and characteristics they would like to see in a new principal. 3. Several topics are outlined on chart paper. These might include: Leadership Style; Types/Years of Experience; Instructional Expertise; Communication Skills; and Community Involvement. 4. The staff breaks into groups to brainstorm their ideas onto chart paper. After sufficient time for collaboration, each group reports out their

thoughts. All of the charts are posted on the wall.

5. The staff reviews the comments, and they select the characteristics that are critical by a consensus process. 6. The identified characteristics are compiled into a profile by the Associate Superintendent, and a copy is returned to the campus to be sure their thoughts were accurately recorded. 7. All staff members are encouraged to submit comments via email if they were unable to attend the initial meeting. With Community/Parents: 1. Notices are sent home to all parents (and PTA) announcing a meeting to be held to gather their input for the selection of the principal. (English/Spanish) The current principal ensures that a staff member is available to open and close the school on the meeting date and that required materials are available. 2. The Associate Superintendent conducts the meeting. An interpreter and headsets are always available. 3. The timeline and process are conveyed to the group. The group is told how their input will be used in creating a profile.

SLIDE 17

4. Several topics are outlined on chart paper. These might include: Leadership Style; Types/Years of Experience; Instructional Expertise; Communication Skills; and Community Involvement. 5. The parents break into groups to brainstorm their ideas onto chart paper. After sufficient time for collaboration, each group reports out their

thoughts. All of the charts are posted on the wall.

6. The parents review the comments and select the characteristics that are critical by a consensus process. 7. The identified characteristics are compiled into a profile by the Associate Superintendent and sent to the PTA and campus in English and Spanish, if needed, to be sure their thoughts were captured accurately.

**Notes:

a. If there is a low turn out for the meeting, a second one may be called. b. In cases where it is difficult for parents to get to school, a questionnaire to solicit input may be sent home and collected by the campus. c. Associate Superintendents will accept email comments from teachers/parents who are more comfortable sending their thoughts privately.

SLIDE 18

COWAN ELEMENTARY SCHOOL SCHOOL LEADERSHIP PROFILE Leadership Style

Embraces community of diverse learners and understands the different needs of

such a diverse population (from PPCD to GT)

Recognizes previous success and achievement at Cowan, while demonstrating a

long-term commitment

Is visible on campus and at school events
Resolves problems calmly with effective solutions
Builds and maintains positive climate, morale and learning environment
Collaborates with staff, parents and PTA when making decisions
Establishes and follows through with high standards/expectations for student

behavior that allow for proper learning and thus supports teachers

Manages behavior issues with knowledge of each individual child’s needs
Values the professional judgment of staff
Is sensitive and compassionate to the challenges the staff faces, and is respectful
f their time
Involves parents in holding students accountable for behavior and learning
Advocates for staff and students
Gains thorough understanding of existing environment before making changes
Establishes procedures that ensure child safety
Maintains effective working relationships with teacher and staff
*Is encouraging and never gives up
*Cherishes us all together

Communication Style

Is approachable and has an open-door policy
Creates trust through openness
Possesses strong oral and written communication skills consistent with keeping

parents informed

Listens and responds to parent concerns personally and in a timely manner
Expresses appreciation to students, staff and parents
Provides positive and constructive feedback
Makes connections easily; builds relationships with students, staff and parents

Personal Qualities

Has a sense of humor
*Loves kids
*Serves as a good role model
*Is happy, nice and caring, helpful and forgiving, brave and strong
*Demonstrates honesty and fairness, a sense of responsibility
*Is intelligent, smart and clever, and is resourceful

SLIDE 19

School and Community Relations

Involves the community
Nurtures existing relationships
Honors and respects Cowan’s extensive list of traditions
Encourages and appreciates parent participation
Attends school events

Education and Experience

Possesses elementary classroom experience
Has previous leadership experience
Participates in curricular professional development or continuing education

Academic Leadership

Recognizes children learn in a variety of ways and therefore accepts different

teaching styles and strategies

Builds on the foundation of instructional model that has been successful in the

past; is open to ideas and flexible

Understands curriculum and adheres to state standards
Promotes and supports innovative teaching methods and programs that benefit

students

Supports and advocates for the current full-inclusion model at Cowan
Is committed to continuing Cowan’s trajectory of progress and paths to higher

levels of success

Supports staff who seek professional development; encourages reflection and

personal growth

Earns the respect of teachers and retains excellent teaching staff
Visits classrooms and provides input for improvement of instruction

* Items submitted by the students of Cowan Elementary School in the principal profile they constructed.

SLIDE 20

ELEMENTARY PRINCIPAL CANDIDATES 2011-12 7/19/2012

Last Name First Name Current Position Current District Date App Rec Highest Cert Prin Exp AP Exp Other Admin Exp Tch Exp Admin Fit Gallup PI Score Ref 1 Ref 2 Ref 3 Res Ltr

Int Div HV Int Sel for Int NOTES

1 Austin ISD 5/7/12 P 3 8 5 4 x x X X Barrington,Reilly,Metz - Spanish 2 5/22/12 S 2 10 5 62 5 5 5 x x 4

Cowan,Barrington,Metz,Read,Odom - Spanish

3 5/22/12 MM 3 2 24 5 x x 4 X X

Cowan,Barrington,Metz,Read,Odom,Reilly - Spanish

4 5/8/12 S 2 9 1 26 6 5 x x 5 X

Barrington,Metz,Bryker Woods,Odom,Reilly - Spanish

5 5/10/12 P 6 5 7 69 5 5 4 x x 5 Cowan,Barrington 6 5/11/12 P 15 7 15 8 5 5 x x 5 X Cowan,Barrington - Spanish 7 5/9/12 P 3 13 5 75 5 x x 5 X

Cowan,Barrington,Metz,Reilly, Odom,Read

8 5/9/12 P 11 11 5 71 5 5 5 x x

Cowan,Barrington,Reilly,Odom,Read

9 5/21/12 P 6 31 2 76 4 5 5 x x 5 Cowan,Barrington,Reilly,Odom 10 5/19/12 P 5 14 5 66 5 5 4 x x 3 X

Cowan,Barrington,Metz, Reilly,Odom,Read

11 5/9/12 P 2 11 6 4 5 x x 4

Cowan,Barrington,Metz,Reilly,Odom,Read - Spanish

12 5/8/12 P 3 9 7 82 4 5 4 x x

Cowan,Barrington,Metz,Reilly,Odom,Read

13 5/9/12 P 2 37 5 72 3 Cowan,Barrington 14 5/21/12 P 3 5 20 4 67 5 5 4 x x 5

Cowan,Barrington,Metz,Reilly,Odom,Read

15 5/9/12 P 11 14 6 71 x x 5 X

Cowan,Barrington,Read,Metz,Reilly,Odom

16 5/14/12 P 2 35 8 5 5 x 5 Cowan,Barrington 17 5/11/12 P 3 11 5 4 5 x Cowan,Barrington 18 5/13/12 P 9 2 5 7 5 5 5 x x 5 X Cowan,Barrington - Spanish 19 5/16/12 P 3 5 5 70 4 5 5 x x 5 X X

Cowan,Barrington,Read,Metz,Reilly,Odom,

20 5/9/12 P 5 6 4 74 5 5 5 x x 4 X

Cowan,Barrington,Read,Metz,Reilly,Odom - Spanish

21 5/8/12 P 26 3 4 5 x x 5 Barrington 22 5/8/12 P 13 13 6 4 5 5 X

Cowan,Barrington,Read,Reilly,Odom,Metz - Spanish

23 5/11/12 P 4 11 4 66 5 5 4 x x 4 X

Cowan,Barrington,Metz,Reilly,Odom - Spanish

24 5/8/12 P 10 3 4 64 5 x 4 Barrington,Read,Reilly - Spanish 25 5/8/12 P 3 15 5 5 5 4 x x

Cowan,Barrington,Reilly,Odom,Metz - Spanish

Denotes Austin ISD Candidate Denotes Principal Experience Bilingual Diversity codes: 1=Asian, 2=Am. Indian, 3=African Am., 4=Hispanic, 5=Anglo, 0=Other X Completed Video Interview Red = Ineligible X Invited to Complete Video Intervie

SLIDE 21

Adm Sal Placement

AUSTIN INDEPENDENT SCHOOL DISTRICT ADMINISTRATIVE SALARY PLACEMENT WORKSHEET

 Promotion, Transfer or Reassignment of Current Employee to Administrative Position  New Hire of Administrative Employee from Outside of AISD Name of Employee EID/SSN CH Check YES NO Date: ___________ Former Employee Check Date ____________ Current Information: Position Location PayGrade Duty Days Daily Rate Annual Salary Experience  3 = + + =

Prof Converted Admin Regular Admin Add 1 year for PhD Total Admin Total Exp.

Recommendation: Name of Previous Employee: EID: Position Location Contract type Position FTE Duty Days Pay Grade Daily Rate Annual Salary Travel Stipend? YES NO If yes: Amount/Month $ # Months Cell Phone Stipend? YES NO If yes: Amount/Month $ # Months First Date After Board Action Official Beginning Date Is this change temporary? YES NO Anticipated ending date of appointment What anticipated action will occur when temporary appointment ends? Does candidate meet all certification requirements for this position? YES NO Other Actions Related to Appointment APPROVED Date Human Resources Administrator

✔

SLIDE 22

COWAN ELEMENTARY SCHOOL PRINCIPAL SELECTION INFORMATION PACKET May 2012

SLIDE 23

TABLE OF CONTENTS

PRINCIPAL SELECTION TIMELINE 1 COWAN ELEMENTARY SCHOOL DEMOGRAPHICS 2 SCHOOL LEADERSHIP PROFILE 3 - 4 APPLICANT / INTERVIEWEE PROFILE 5 PRINCIPAL SELECTION SUMMARY 6 RECOMMENDED APPLICANT’S RESUME 7 - 8

SLIDE 24

COWAN ELEMENTARY SCHOOL PRINCIPAL SELECTION TIMELINE

Cowan Elementary Ariel Cloud School Associate Superintendent I. Advertise Position Dolores Banda 05-08-12 Human Resources Date II. Meet with Community and Staff Ariel Cloud 05-16-12 to Develop School/Position Profile Associate Superintendent Date III. Identify Screening Committee Ariel Cloud 05-09-12 Associate Superintendent Date IV. Identify Candidates Approved Ariel Cloud 05-23-12 For Interviews Associate Superintendent Date V. Identify Interviewing Committee Ariel Cloud 05-23-12 Associate Superintendent Date

VI. Interviews/Recommendation

Ariel Cloud 05-29-12/06-04-12 Associate Superintendent Date

VII. Board Approval of Finalist
Dr. Meria Carstarphen 06-18-12

Superintendent Date

VIII. Position Offered

Stefanie Schiesser 06-19-12 HR Representative Date Special Note: Cowan Elementary School. Screening Committee: Ariel Cloud, Associate Superintendent Sandra Creswell, Director of Operations for Area 1 Elementary Schools Stefanie Schiesser, Coordinator, Administrative Staffing

Dr. Lori Schneider, Principal, Kiker Elementary
Dr. Rosa Peña, Principal, Baldwin Elementary

SLIDE 25

COWAN ELEMENTARY SCHOOL CAMPUS DEMOGRAPHICS

(Source 2010-2011 AEIS Report) 2010-2011 Accountability Rating: Recognized 2010-2011 Grades: PK- 5 2010-2011 Enrollment: 781 2009-2010 Attendance Rate: 96.6% 2010-2011 Student Composition:

ETHNIC DISTRIBUTION TOTAL PERCENTAGE

African American 35 4.5% Hispanic 338 43.3% White 340 43.5% American Indian 7 0.9% Asian 27 3.5% Pacific Islander 1 0.1% Two or More Races 33 4.2%

TOTAL ETHNIC DISTRIBUTION 100%

Economically Disadvantaged 257 32.9% Limited English Proficient 60 7.7%

SLIDE 26

COWAN ELEMENTARY SCHOOL SCHOOL LEADERSHIP PROFILE

Leadership Style

Embraces community of diverse learners and understands the different needs of

such a diverse population (from PPCD to GT)

Recognizes previous success and achievement at Cowan, while demonstrating a

long-term commitment

Is visible on campus and at school events
Resolves problems calmly with effective solutions
Builds and maintains positive climate, morale and learning environment
Collaborates with staff, parents and PTA when making decisions
Establishes and follows through with high standards/expectations for student

behavior that allow for proper learning and thus supports teachers

Manages behavior issues with knowledge of each individual child’s needs
Values the professional judgment of staff
Is sensitive and compassionate to the challenges the staff faces, and is respectful
f their time
Involves parents in holding students accountable for behavior and learning
Advocates for staff and students
Gains thorough understanding of existing environment before making changes
Establishes procedures that ensure child safety
Maintains effective working relationships with teacher and staff
*Is encouraging and never gives up
*Cherishes us all together

Communication Style

Is approachable and has an open-door policy
Creates trust through openness
Possesses strong oral and written communication skills consistent with keeping

parents informed

Listens and responds to parent concerns personally and in a timely manner
Expresses appreciation to students, staff and parents
Provides positive and constructive feedback
Makes connections easily; builds relationships with students, staff and parents

Personal Qualities

Has a sense of humor
*Loves kids
*Serves as a good role model
*Is happy, nice and caring, helpful and forgiving, brave and strong
*Demonstrates honesty and fairness, a sense of responsibility
*Is intelligent, smart and clever, and is resourceful

SLIDE 27

School and Community Relations

Involves the community
Nurtures existing relationships
Honors and respects Cowan’s extensive list of traditions
Encourages and appreciates parent participation
Attends school events

Education and Experience

Possesses elementary classroom experience
Has previous leadership experience
Participates in curricular professional development or continuing education

Academic Leadership

Recognizes children learn in a variety of ways and therefore accepts different

teaching styles and strategies

Builds on the foundation of instructional model that has been successful in the

past; is open to ideas and flexible

Understands curriculum and adheres to state standards
Promotes and supports innovative teaching methods and programs that benefit

students

Supports and advocates for the current full-inclusion model at Cowan
Is committed to continuing Cowan’s trajectory of progress and paths to higher

levels of success

Supports staff who seek professional development; encourages reflection and

personal growth

Earns the respect of teachers and retains excellent teaching staff
Visits classrooms and provides input for improvement of instruction

* Items submitted by the students of Cowan Elementary School in the principal profile they constructed.

SLIDE 28

COWAN ELEMENTARY SCHOOL APPLICANT/INTERVIEWEE PROFILE

Total Number of Applicants 84 Number of Local (AISD) Applicants 25 Number of Out-of-State Applicants 10 Number of Applicants Within the State 49 Number of Applicants With Experience (As A Principal) 23 Total Number of Applicants Interviewed 7 Number of Female Applicants Interviewed 6 Number of Male Applicants Interviewed 1 Number of African American Applicants Interviewed Number of Hispanic Applicants Interviewed Number of White Applicants Interviewed 7 Total Number of Local (AISD) Applicants Interviewed 5

Interview Committee:

Dr. Meria Carstarphen, Superintendent
Dr. Paul Cruz, Chief Schools Officer
Ms. Ariel Cloud, Associate Superintendent for Area I Elementary Schools

Katharyn Brown, Cowan Teacher Sheila Thomas Mercer, Cowan Teacher Cowan Parent Cowan Parent

SLIDE 29

COWAN ELEMENTARY PRINCIPAL SELECTION SUMMARY

The recommended candidate for the position of principal at Cowan Elementary is Deborah Warnken. Ms. Warnken is currently the assistant principal at Cowan Elementary School. Prior to this assignment, Ms. Warnken served as an elementary school counselor at both Cowan and Menchaca Elementary schools and as an elementary school teacher in the Austin Independent School District. Her background and experiences contribute to her expertise in bringing all stakeholders together to realize a common vision. As an assistant principal, Ms. Warnken has proven that she is committed to servant leadership and has earned the respect of the school community through her collaborative efforts to serve all students. Her history at Cowan has afforded her the

pportunity to understand the unique needs of Cowan’s diverse student population and

will enable her to effect a positive transition for the school while continuing to focus on rigorous instruction for all learners at Cowan. Ms. Warnken’s firsthand knowledge and support of the current inclusion model at Cowan will ensure that this vital component of the Cowan culture will be maintained and enhanced throughout her tenure.

Ms. Warnken is a highly motivated and reflective administrator who promotes

excellence in teaching and learning by being a strong and visible instructional leader on her campus. Her accountability to student achievement is demonstrated by both her daily engagement with students in the classroom and her work to develop targeted professional development to improve teacher content knowledge and skill across content areas.

Ms. Warnken is eager to assume the role of principal at Cowan Elementary. She

is committed to continuing and advancing academic excellence for all students at Cowan and is ready to work with all stakeholders to enhance their positive school community and ensure that all students are achieving at the college readiness level. Salary: $84,435

SLIDE 30

DEBBIE WARNKEN 1007 S. Sunset Canyon Dr., Texas 78620

Cell: (512) 917-0872

ELEMENTARY SCHOOL PRINCIPAL

Committed to Ensuring a High Quality Education for EVERY child A highly motivated, reflective administrator with a track record of maintaining high academic standards for students, and developing strong, positive relationships with parents and the greater community.  Strong Leadership and Mentoring Skills  High Expectations for Students and Staff  Highly Organized and Efficient  Curriculum and Instructional Leader  Data-Driven Decision-Maker/Problem-Solver  Quality Professional Development Provider  Systems Thinker  Effective Communicator  Life-Long Learner  Highly Collaborative Leader

________________________PROFESSIONAL EXPERIENCE__________________________ Dennis E. Cowan Elementary School, Austin I.S.D. 2009 – Present

Assistant Principal Provide daily leadership and supervision for students and staff members.

Co-facilitated hiring of staff.
Supervision of Teachers Pre-K-5, Office Staff, Custodians and Teacher Assistants.
Implemented effective plans to help increase teacher performance.
Analyze data and implemented programs or systems to increase student performance.
Provided campus professional development based on district initiatives and professional

campus needs.

Educational Coordinators for LPAC, LST/ARD, Child Study Team and TAKS/STAAR
Manage student discipline.
Coordinated efforts to increase student attendance.
Lead Inclusion Teachers with behavioral interventions to keep high behavioral need students in

the classroom.

Maintained a positive staff climate while motivating staff to be reflective, life-long learners.
Involved in a variety of transition activities for the addition of 200 new students resulting from

the redrawing of attendance boundaries.

Worked collaboratively with teams efforts to create a more diagnostic and prescriptive

approach to primary assessment and instruction.

Earned Academic Excellence ratings of “Recognized” and “Exemplary” multiple years.
Lead staff in team building activities throughout the year.

SLIDE 31

Dennis E. Cowan Elementary School, Austin I.S.D. 2008 - 2009

School Counselor Provide guidance lessons and emotional support for students and staff members.

Classroom Guidance based on AISD Comprehensive Development Guidance and Counseling

Program.

Individual Counseling and Support Groups
Mentor Coordinator
Leadership Team Coordinator

Menchaca Elementary School, Austin I.S.D. 2001-2008 School Counselor

Provided counseling services for Pre-K – 5 students and student support coordinator

Counseling services (classroom guidance, small group and individual)
Coordinator for instructional programs such as LST/ARD, Impact, Mentor Coordinator and

intervention for attendance.

Support Social Emotional Learning as a TRIBES Trainer.

Teacher – First and Third Grade 1995 – 2001 Implemented lesson plans and provided instruction in the following subject areas: math, reading, writing, social studies, and science.

Served as a member of the Campus Advisory Council.
Team Leader, Technology Leader, G/T Chair,
Trained and evaluated University of Texas student teachers.

___________________________________EDUCATION_________________________________ Mid-Management Administrator Certification iTeach Texas, August 2009 Master of Education in Counseling and Guidance Southwest Texas State University, August 2001 Bachelor of Science in Applied Learning and Development University of Texas at Austin, August 1995 __________________________฀฀฀฀฀________REFERENCES_________________________________

 April Glenn, Cowan Elementary Principal (512) 673-8454  John Rocha, Menchaca Elementary Principal (512) 699-1001  Beth Ellis, Hill Elementary Principal (512) 924-7658

SLIDE 32

AISD Talent Map Screen Legend

Location of Talent Map: http://imap/talentmap/index.html ICONS:

Map Contents Student Info. Information School/Fac Search Vacancy List Vacancy Selector/Filter Candidates Leadership

Information: Base Map Legend
Vacancy Selector/Filter: Identify vacancies; filter for information
Vacancy List: Vacancies are shown on the map with an
School Facilities Search

 AEIS Report (click on the school icon)

Map Contents:

 Table of Contents- Applicants; Census Information; Median Income; Elementary Boundaries; Middle School Boundaries; High School Boundaries; Municipal Boundaries; Assignment Areas  Academic Layers: TEA Ranking- 2008-2010; Signature Programs Secondary; Signature Programs Elementary [see Legend (TX Map)]  Signature Program Legend  TEA Accountability

Student Information: School Enrollment Statistics; Density Map; Student Demographic
Candidates: Name; Status; Language Skills; Current Position; Current Location; Finalist

Schools; Internal/External; Certification; Degree; Interview; Resume; Place and Remove Candidates

 All Int/Ext: All Candidates Internal and External  AL- I: All Candidates Internal  AL- E: All Candidates External  SSI: Secondary School Internal; SSE: Secondary School External  ESI: Elementary School Internal; ESE: Elementary School External

Leadership: Principals and Assistant Principals by School; Vertical Team; Tenure at

Current School