Sentiments On Common Sense

I was always told that it was unsafe to be facicious when writing.  Many people don’t get the subtly of the written language, and one might be accused of being a bit… well…. rude, or cruel, or STUPID…. or any other of the many derogatory names that are used in blogs today.  So, when I started reading the article “When “21st-Century Schooling” Just Isn’t Good Enough:  A Modest Proposal” by Alfie Kohn, I had to laugh, giggle and then it made me think. I immediately thought about my colleague and friend Jeff Utecht who states, adamantly, that the 21st Century is 9 years old. When are we going to start teaching the skills necessary be successful in it! 

I have always admired Dr. Kohn. He knows his stuff. He communicates in strong, consistent and understandable terms.  He has a strong sense of humor, and this article is buried in irony, sarcasm and thought-provoking imagery. 

At the end of the article- the last paragraph- which is also published in the February 2009 issue of District Administration he states:

One last point.  We will of course continue to talk
earnestly about the need for a curriculum that features “critical thinking” skills
– by which we mean the specific proficiencies acceptable to CEOs.  But you
will appreciate the need to delicately discourage real critical
thinking on the part of students, since this might lead them to pose inconvenient
questions about the entire enterprise and the ideology on which it’s based.  There’s
certainly no room for that in the global competitive economy of the
future.  Or the present.

The question of the day: Does the readers of District Administration have the critical thinking skills to figure out that he’s trying to make a point?

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My colleague and friend at International School of Bangkok, Mr. Jeff Utecht, invited me to collaborate on a list of interview questions that administrators might consider asking teaching candidates as they move to job fairs.  My school, like many in Asia and the world are planning the big move to 1:1 computing and beyond the preparations for the teachers we have on contract using an aggressive staff development model, we also must have strong new teachers to come on board and make it happen as well.

Jeff came to me last year with a list of questions which I thought were well thought out. I’ve written about the international school recruiting experience in the past. So it seems fitting that I post these questions that Jeff and I worked up (more him than me!) via a google doc.

So… here are the questions. I have attached the PDF for downloading below.

Questions for teachers entering a 1:1 school

What computer platform are you most comfortable with, Mac, PC or Tablet?
I think this is an important question as schools become focused on a platform. It’s not an indication of whether or not you are going to hire the person, but their answer to this question based on what your school is (Mac, PC, or Tablet) might lead you to ask other questions about their computer use. If they are most comfortable with a Mac for example you might ask them how they would feel working in a PC school? At this point in time I think it’s a question that you have to get on the table early so you each know where the other is coming from.

Why do you want to work in a 1:1 school?
In my opinion the answer to this question is crucial! I’m looking for excitement in their response. I’m looking for them to be excited at the opportunity that they get to teach in a 1:1 school. I think the answers are going to be all over the board, but are they excited? At some point hopefully they talk about enhancing student learning.

What particular challenges and learning opportunities excite you about working in a 1:1 school like ours?
Can the candidate articulate why they are excited to work at your school? Why do they see 1:1 schools as being exciting places to work. I would be looking for an answer that talks about changing the classroom environment. Changing the way teaching happens and the way learners learn. I want to hear about the opportunities that the candidate sees for their classroom and their subject area.

Being able to look up information and resources on the web is an important skill. Explain how you go about looking up information on the web. How do you verify that the information you found is trustworthy and of use to you and your students?
This question is asked to see if candidates understand the importance of verifying information found on the Internet. Do they understand .edu sites? Do they know how to check a WHOIS? Listen to their response and see if they can tell you how they verify information on the web and do they sound confident enough that they could teach this to students in their class?

Knowing we are a 1:1 school and that we expect students to use their laptops for learning. What is something that you would start learning and thinking about today to prepare you for this new learning environment?
I want to know they are thinking about the change that happens to the classroom when you introduce a computer to every child. Are they thinking about classroom management, are they thinking about online resources, are they thinking about how their class can be student-centered, how when you put this tool in the hands of students that you no longer control the content in your classroom and you, the teacher have just become a facilitator of learning. I want to know they are thinking about the changes that happen to learning. If they say that teaching is teaching, I’d be worried.

At what times do you feel that it would be appropriate to have “lids down”?  When do you believe a laptop is not a tool for appropriate use?
I think this would be telling. Many teachers stuck in the lecture/listen mode would tell you that when they want kids to “listen” or “work with others” an interviewer would have to pry.  Those of us who have used the tool as collaborative note taker (think live blogging  or back channel notes here!) know the power of this, but a traditional teacher may struggle with the giving away the power of the tools to the kids.

How comfortable are you with using online resources in your classroom? What are some resources you have used in the past? How have your found these resources?
Hopefully your candidate has used online resources in their class before and they can articulate what and how they use those resources. I would continue on this question asking probing questions that lead me to the next question on this list. Do they use Wikipedia? How do they use it? Do they only name online databases or paid sites? In part you might be able to learn about their ability to search and find information on the Internet through the answers to this question.

Tell me how you think the future you are preparing children for will be different?
I’d love to hear the answers to this one. Of course as an administrator, you too better understand the new connected digital world we are preparing students for.

How often do you/have you taken part in technology Professional Development opportunities?
We know that constant professional development in the use of technology is needed. Both before and during the implementation of a 1:1 program. I want to know that the teacher candidate has continued to seek out and find ways to learn about technology. If it has been years since they have been to any technology PD courses/conferences/sessions, then this is an indication that they will need some support.

On the other hand hopefully they answer with something like “I take part in Professional Development opportunities every day.” This response would definitely be a notch up for an applicant. It would tell me two things. 1. That the teacher candidate is and believes in being a lifelong learner. 2. That they understand how to learn and take opportunities everyday to learn by connecting themselves into a network of professionals either locally or virtually.

Do you read any professional magazines or educational blogs as part of your own PD? If so, which ones?
With this question you are trying to find out if the candidate is comfortable with reading online resources. I believe this question also is a good lead question into the other questions below as they give the candidate a heads up that you are looking for a teacher that really understands how a 1:1 classroom is different, and that you expect your teachers do be reading online, researching online, and using the Internet as a resource in their classroom.

Do you have an RSS reader? If so, what do you subscribe to?
This is a huge hiring point for me. If candidates say they have an RSS reader and they understand what RSS is and what it means to “subscribe” to something, then they are on their way to understanding how teaching and learning changes in a networked digital environment. It also indicates a lifelong learner who has some understanding of how the web is changing.

Do you belong to any online communities?
What communities does the teacher belong to? Twitter? Any educational Ning sites? A Google or Yahoo group maybe? If a teacher answers he/she belongs to an educational community, then you have a lifelong learner on your hands who is open to learning and thinking in new ways.

Do you have a Personal Learning Network? If so, can you tell me a story of how you learn from your network.
Now you’re starting to separate the wheat from the chaff. If you can find a teacher that A. Knows what a PLN is and B. Can tell you a story of how they learn, you are looking at a teacher who might not know the platform that your 1:1 program is, but knows they have people that can help them learn it. A teacher that knows how to use a Personal Learning Network (PLN) is a teacher that will need little “official” professional development as they will be learning on their own, and most likely will be a leader in your school in helping others to learn.

How often do others come to you for guidance in using technology? Do you offer guidance when not asked? If so, describe how you did this recently?
Is this teacher viewed as a technology leader by others? Chances are you already knew that based on questions above. In a 1:1 teaching environment you can never have to many technology and learning experts in your grasp.

PDF: Interview Questions for 1:1 Schools w/answers

PDF: Interview Questions for 1:1 Schools w/o answers

photo courtesy of creative commons http://static.flickr.com/3179/2887167256_9bcb0f2c40.jpg

Technorati Tags: Jeff Utecht, International schools, interview questions

“Randy”- left an anonymous comment to “First Posting… Recruiting on the Road”:

Why so much emphasis on technology? Focus on teachers who remember how to function without the latest gadgets, especially when the power goes off. I’m personally saddened when I see kids unable to walk without a wire in their ear or with “text-messaging” addictions. Maybe the focus on technology is one of the reasons education is failing. I was shocked one year when my university added remedial courses in order to bring the high school students up to par.

I don’t want a kid who has the latest gadgets. I want one who can figure out that half of eight is “0″ or “3″ or “6″ or “2.” Or if I ask a group of kids how many bricks it takes to finish a job, hopefully some will know the answer is “one” and not run off to actually count the bricks.

And I would hope your reply to me is not “well, that’s the way the world is.”

My response:

Randy, you missed the point.  The point of the questions is to focus on whether this person is a risk-taker and learner.  These 5 questions are not about yes or no. They are about conversation, collaboration, risk-taking, learning.  A favorite gadget could be a paint brush or a personal organization tool.  We need flexible, adaptable, creative and open-minded teachers.

What is the way of the world, Randy, is that we as schools have high expectations from our clients (parents and students) to provide quality content embedded in useful, widely applicable skills (including the use of modern technology) which will be used in higher education and the workplace.To ignore these tools (which sadly many do) could be considered educational malpractice.  I am not of a mind-set that people either DO use technology tools or DON’T use technology tools, but…. I have plenty of evidence building that is beginning to turn my opinion.  As you are probably aware, an interview is an opportunity for the employer to set the stage for expectations. In our school, the use of appropriate, powerful, technology tools is an expectation, and is often one that is ignored in the interview setting.

I could respond to your comment about your university having to “bring the high school students up to par.” I won’t here, but I suspect there may be about 500 educational bloggers out there who would love to have a shot at that remark.

Randy, I don’t know who you are as you did not leave a last name or a web-address, but I suspect you found the posting from a website that discusses international schools (I have been getting a lot of links from that site lately).  I generally would not approve anonymous comments, but I thought this comment was worth further response.  I would encourage you to come out from under the shade and participate openly in the conversations on the web. It will bring you great connections and build your personal professional learning network. Think about it.  You might also want to connect to David Warlick’s blog post on How to Hire Tech Savvy Teachers.

If you are looking for a job I wish you good luck.  It is this sort of passion and common sense you have tried to address in your comment that good schools are looking for out there, as long as it is approached with professionalism and an open-mind.

Photo courtesy of CC http://www.flickr.com/photos/8168864@N06/499525700

Technorati Tags: recruiting, interview questions, comments

I’ve heard it three times in the last week.

“I have to teach the content.”

Is it just me, or is this the same as saying “I’m just doing my job”?

Do we work in a factory?  Do we have widgets to produce or are we building learners here?

Seth Godin wrote a bit of a rant last week in his post “Just doing my Job“.   I want to print it off and share it with a few people. Seth states….

If you take a job, you’ve bought into what the company does. You’re responsible.

If you work for a company headed off a cliff, hey, you’re going too. The fact that you’re just doing your job doesn’t make unemployment any better. And if the company is hurting people or the world you operate in, it doesn’t matter who told you to do it, you still did it.

I suppose that this road runs both ways though…. if you take a job you’ve bought into what the company does, BUT common sense would also say that a company that puts up with a member of the organization that is doing something that is counterproductive to the mission and vision of the organization then does it not send the message that it is really not committed either? Are the supervisors and evaluators just as responsible for the mediocrity?

Food for thought.

Technorati Tags: Seth Godin, “Just Doing my Job”, Factory Mentality, Content

Photo CC- http://static.flickr.com/42/107810103_f9f12699d6.jpg

I have in past years written posts to my blog about recruiting teachers to international schools.  I have even made a point of posting some of my interview questions to see 1) if potential candidates are reading up on our school and 2) to get the conversation started in a short period of time focusing on the use of the web in teaching and learning.  I have to report here that there has been significant success on both fronts and the teachers who check my blog out do seem to have some tech skills to bring to the classroom setting.  Hint: If you are looking for a job at my school, you might want to do your homework!

One of my colleagues wrote to me yesterday pointing out a post by Seth Godin which outlines the 90/10 rule of marketing.

Seth states:

Most hiring managers don’t understand organizations that go to
extraordinary lengths to find and retain amazing people. And from their
point of view, they’re completely correct. Pay market wage, run a
classified, process the resumes. Done.

It only takes 10% as much effort to hire someone in the bottom 90% of the class.

And it takes the other 90% to find and cajole and retain the top 10%.

This year, it is not hiring that is on our minds in the international setting, it is in retaining these talented people we have had to fight tooth and nail to hire in past years.  The cycle often is that after about four years in an international school, the teacher or administrator starts to get antsy and has their eye on the next horizon.  Not because they are unhappy, but because they are part of the international school culture adventure, exploration and in search of personal expansion and improvement.

Our deeper dilemma is that our school community demands the very best, the most experienced, top level educators.  If you get hired at our school, we expect you to deliver a high quality product (instructional program).

Again, Seth Godin:

If your organization can thrive with ordinary folks, then the
marketing you’re doing right now to fill the ranks might even be
overkill. You’ve got plenty of resumes. No need to pretend you’re doing
anything much more than bottom fishing, though. That plaque for
employee of the month? You can sell it on eBay.

On the other hand, organizations that work best with extraordinary
talent are almost certainly not investing enough in finding and
developing it. If marketing works so well that you spend a fortune on
it, why aren’t you marketing your jobs? If talent is so important that
you are betting the company on it, why aren’t you actually investing in
finding and retaining that talent?

As school leaders, we should note this “rule” as we continue our search for new teachers, but we should also market our school to our current employees as well.

Ask ourselves… Do they feel valued? Can they see progress toward the vision of the organization? Do they know what the role is in the wider scope of the school?  Do they feel empowered or simply a pawn in the organization?

How is your school using their resources to hire and RETAIN the best teachers in a competitive market place?

This entry has been cross posted to the www.leadertalk.org blog

Image from Creative Commons http://static.flickr.com/13/19731692_2460d6fda1.jpg

Technorati Tags: 90/10 Marketing Rule, Internation School Recruiting, Andrew Torris