Chesapeake Public School Hiring Case Study

The Objective of this document is to outline a hiring procedures manual that a Human Resource Department for a school district might use to hiring an employee. Hiring is arguably the most important function of the HR Department and a set of procedures should be in place to make the steps move in an efficient manner.

I filed an application with Chesapeake Public School systems, so that I could become a part of an organization that values teamwork, dedication, and academic success. Chesapeake Public Schools exhibits a positive, collaborative, and cooperative learning environment not only for the students but for their employees as well. Being committed to the academic development and success with the help and support of students, parents, teachers, and other staff members is a plus to any working environment. These are great attributes for any organization to possess, which is why I chose to become a part of the Chesapeake Public School.

Carl Robins is faced with very serious problems as the new campus recruiter for ABC, Inc. This case study analysis will show the many problems that evolved when he attempted to recruit new employees to work for Monica Carroll. After reviewing the issues at hand, we will discuss the possible solutions available for Carl to rectify the situation and the proposed solution that he should take. Carl Robins is a competent employee of ABC, Inc. As with any new position a person is involved in, he will face challenges. However, it is not impossible to overcome these challenges.

Mike Stephan is a first-year staff auditor at Willis and Adams. Mike recently graduated with his undergraduate degree in accounting and was excited about his new job at Willis and Adams. Mike came from a smaller school that typically does not get a lot of attention from campus recruiters. Mike was pleased to get an interview and then an offer from Willis and Adams. From the beginning, Mike was impressed with the firm’s culture and he felt that it would be a great fit for him professionally. Throughout his junior year, he worked hard to reach out to the firm’s recruiters to demonstrate a sincere interest in the firm. In the end, Mike was one of only two students that Willis and Adams hired from his school. Mike believed that his school’s

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

Hampton Bays Schools District showed tremendous gratitude, respect, and admiration towards the high school’s former head wrestling coach, physical education teacher and national hall of famer, Mike Fitzgerald. Hampton Bays dedicated the high school wrestling room in his name at a ribbon cutting ceremony on Jan. 6th.

Finding the candidates that fit the position description requires posting the job appropropriatly and deciding whether a recruiting firm or the city’s human resources department is more qualified to do the search.

Recruitment agencies are popular but unlike the Job Centre’s they charge commission for recruiting staff on a temporary or permanent basis. This means that the employer may have a chance to see how an employee is likely to work out by putting them on a three, six, twelve-month fix term contract initially. This is

According to Celine Provini, from Education World, new teachers leave the profession for a variety of reasons including: Unrealistic federal and state mandates. Many new teachers feel as if the state and federal standards are not obtainable. Lack of support from fellow teachers, administration, and parents can also be a major

I am currently in my 11th year of teaching at Sun Valley High School. I have been very fortunate that we have not had many major legal issues at my school while I’ve worked here. Many of the issues that arise come from students with special education requirements. Most times it is due to a student with a low grade and the teachers not following the SDI’s to the full extent. The few major issues we’ve had in my school have dealing with drugs or violence have been associated with a student having an IEP. These students have manifestation hearings to determine if it was their disability that caused the behavior. I was slightly involved in one of these cases, and with the vague wording in their legal document; I was amazed at how the

I am a parent in the PVUSD. I am sincerely concerned about the state of the district’s ability to retain and hire qualified teachers. We all want academic achievement and success for every student across the Pajaro Valley Unified School District, clearly that goal cannot be achieved with uncertified, temporary, or substitute teachers rotating on a reoccurring basis. Without qualified teachers who are consistently in the classroom and stay in our communities, academic achievement cannot be accomplished. Please… work harder for a fair compensation package and keep our teachers here at PVUSD.

He stated that the Los Angeles Unified School District had canceled their summer school programs. A number of 2,250 teachers were expected to be laying off. He also stated that the Mount Diablo Unified School District board recently vote to lay off more than 400 teachers and are likely to eliminate their sports and most music programs.

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.

As a district, the first exposure to attract potential candidates is through a well written and strategic job description. If the job description is outdated and does not adequately capture the mission of the district, the district is at risk of attracting candidates that lack the understanding or beliefs that will drive student academic performance and the district’s vision. As Rebore (2011) states, “…organizations are driven by vision. The board of education, superintendent, other administrators, teachers and staff

The school district of Philadelphia had been troubled with a chronically low academic achievement and a $200 million operating deficit. The relationship between the district and the Philadelphia Federation of Teachers union also caused turmoil, while the turnover rate of teachers was saddening. The offices of human resources also experienced a revolving door of leadership with three different executive directors serving in about a 2-year time frame. HR had been reluctant of change to meet the needs of the new economy. Tomás Hanna was hired on to improve HR’s effectiveness in the key challenges of strategic and operational issues, the relationship with the teachers’ union and the highly centralized teacher hiring process.