Professional Documents
Culture Documents
Yoli Vega
practices and what he looked for in an applicant. He stated that Judson ISD has an online
application process that every applicant must complete before he even gets the opportunity to
review the application. The process includes a screening through Talent Ed. which also vets an
application more so than through their resume because in his opinion, it levels the playing field.
When you have 90 applicants for the receptionist position, it can be a very daunting task. Mr.
Silverman also declared that he prioritized applicants through word of mouth. Who you know
can often get your foot in the door, so to speak. Once candidates are selected, interviews are set-
up with no fewer than three and no more than six applicants at a time. Time blocks are given to
potential applicants to let them choose an interview time. This is usually all done online. Mr.
Silverman prefers to conduct interviews with a panel, but tries to keep the interview committee
small with no more than four people. His preference is to choose people who will have a broad
picture of what is needed to be on the interviewing committee. He did mention, however, that
the committee for interviewing an assistant principal consisted of six people. His reasoning for
keeping the interviewing committee small was that discussion could prolong the decision
process. One of Mr. Silvermans absolutes during an interview is to not deviate from the list of
questions posed to the applicants. A standard list of questions is used. This way everybody gets
asked the same questions. He also allows the applicant to see the list of questions (have the list
in front of them during the interview) so they can prepare in their mind how they want to answer.
He doesnt enjoy seeing people stress over how to answer. The questions can be multi-part.
3
HIRING AND TEACHER INDUCTION
The committee submits their recommendations; however, the ultimate decision is Mr.
Silvermans. Once a decision has been made, the applicants current supervisor is contacted.
This is a district requirement. If the applicant is a certified teacher, their current principal is
contacted (not the assistant principal). The recommendation for hire is processed through Talent
Ed. with a date and time. Human Resources then verifies the certification of the recommended
applicant and only they can offer an applicant the position. Principals are not allowed to offer an
applicant a job.
For Mr. Silverman, it all comes down to whether the applicant has a good work ethic, do
they have heart, who they are as a person, and what they are able to offer in the way of students
When asked about teacher induction, Mr. Silverman stated that Judsons induction
program was loose and that it was hard to keep good mentors. He also explained that it was
mostly about developing relationships. On this point I can truly agree as I have been a mentor
for the past several years and building a bond of trust so that new teachers know that they can
come to you and feel confident youre there to support and help them in any way you can. On
my former campus, the induction of new teachers was taken very seriously. Brand new to
teaching teachers are assigned a mentor teacher. Experienced teachers new to the campus are
assigned a buddy teacher. New teachers meet on a regular basis as a group with the campus
lead mentor teacher throughout the entire school year. The mentors assist their mentees with
learning their way around campus, helping with lesson planning, how to set-up their electronic
grade book, and just being there for support. This is generally a two year plan.