Research addressing the selection of teachers has focused largely on preemployment decisions of individuals as applicants and on preemployment decisions of school personnel as employers. Omitted from this research is any attention to postemployment outcomes associated with these preemployment decisions. To fill this void in current teacher selection research, we conducted a series of field studies assessing the relationship between preemployment responses of teacher candidates and postemployment outcomes using a predictive validity paradigm. Preemployment responses on a commercial interview protocol purported to predict future teacher performance are assessed relative to postemployment ratings of principals and to behavioral actions of newly hired teachers. Results indicate that a percentage of the systematic variance associated with postemployment performance is accounted for by preemployment responses to a standardized commercial interview protocol. These findings are cast within the larger body of teacher selection research through a model for teacher selection, and recommendations are provided for use of the commercial interview protocol in the field setting.
Costs associated with teacher salaries are relative in that these costs are referenced to a relevant labor market rather than based on the absolute value of the services provided by teachers. Because the selection of a relevant labor market can substantially influence the costs associated with teacher salaries, a field study was conducted to assess the relative efficiency of four different labor markets that could be used to establish teacher salaries. Within this study, specific economic principles are used to define different labor markets for teachers, and these different labor markets are cast within a randomized block design. Efficiency of these markets was defined from a least squares perspective and was assessed relative to a beginning teacher salary and to an average teacher cost. Results of a MANOVA indicate that some labor markets are more efficient for determining the average teacher salary, and all markets are equally efficient for setting beginning salaries for teachers.
River Trails School District 26—a K—8 public school district in Mount Prospect, Illinois, with 1,580 students—developed, implemented, and celebrated a student-centered public relations event that focused on reading and technology. The literacy and technology fair drew hundreds of parents, students, staff, and community members to the district after a successful advertising campaign.
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