Deck 10: Staffing the School

Question 1

A good job description should

A)Include both a person and position description.
B)Be used as a screening device to focus the search on the most appropriate candidates.
C)Be used as a recruiting tool to draw in good employment candidates.
D)All of the above.

Answer 1

D

Question 2

When going through the dismissal stage of a tenured teacher,which of the following procedures are out of order.

A)Proposed dismissal,constitutional questions,presentation to the board,pre-hearing conference
B)Constitutional questions,teacher requests hearing,formal notification of written charges is sent to teacher,hearing takes place
C)Propose dismissal hearing,certified letter of written charges sent to teacher,pre-hearing conference,dismissal
D)Propose dismissal,teacher requests hearing,preparation for hearing,dismissal

Answer 2

B

Question 3

When a staff vacancy occurs which of the following is probably least important?

A)Filling a vacant position with someone with similar credentials to the teacher leaving.
B)Determining how you would reorganize your staff if you were not allowed to fill the vacancy.
C)Review your school improvement plan to reflect on your greatest needs.
D)Developing a good Position and Person Description to guide those making employment decisions.

Answer 3

A

Question 4

Which of the following is not a basic function of the interview?

A)It allows the principal and staff to determine if personal beliefs and values of the candidate such as religious affiliations are compatible with those of the staff.
B)It provides an opportunity for the candidate to clarify any apparent discrepancies found in the written job application.
C)It allows the principal and staff to gain insights into the personality and interpersonal skills of the applicant.
D)It allows the principal and staff to gain information in greater depth than can be obtained from written materials only.

Question 5

When conducting reference checks on prospective employees or giving out information about one of your former employees

A)You should provide information about a dismissed employee only if they were given a hearing regarding their dismissal.
B)Because of the court rulings on "loss of liberty" not expect to learn anything about a candidate who may have been dismissed from a previous position.
C)Be sensitive about the "liberty" issue and word your questions in such a way that your reference can answer them without violating a candidates rights.
D)Work with written references only so that good documentation can be maintained.

Question 6

The discrepancy analysis used to review job applications has as its purpose

A)To establish questions to be asked during the interview.
B)To identify important missing information on the job application.
C)To verify the licensure or certification of the applicant.
D)To verify the accuracy of the information provided by the applicant.

Question 7

The Federal EEOC regulations make it unlawful to ask a job candidate

A)If they have ever been convicted of a crime.
B)If they have any kind of physical disabilities that would affect their ability to perform the job for which they are applying.
C)If they are a U.S.citizen.
D)To list the organizations to which they belong.

Question 8

Which of the following is not an acceptable question to ask of a prospective employee before hiring?

A)What teaching experience do you have?
B)Do you have any physical impairments that would affect your ability to perform your duties in this job?
C)May I take your picture to help me put a face with your application?

Question 9

Teacher Tenure is

A)A guarantee of a job from which dismissal is all but impossible.
B)A guarantee of due process assuring the exercise of academic freedom by allowing dismissal only for specific cause.
C)Now been extended to most school professional employees because of recent court decisions.
D)Now a federal guarantee having been extended by constitutional interpretation to all states.

Question 10

It is suggested by the authors that reference checks to previous employers by phone

A)Are useless because previous employers should not make negative comments about previous employees because of the "liberty clause".
B)Are good if you ask questions that a previous employer can safely answer such as "Would you hire this person again"?
C)Are generally not helpful because you don't have any information in a written form..
D)Are beneficial because you can learn a great deal from a previous employer verbally that often they would not be willing to put in a written form.

Question 11

Which of the following questions is unlawful to ask on a job application according to the EEOC?

A)Are you a U.S.citizen?
B)Have you been convicted of a crime?
C)What is the name of a person to contact in case of an emergency?
D)Have you worked for our organization under a different name?
E)Do you have any physical impairments that may affect your ability to perform this job.