New Staff Introductions

First, let me outline our hiring process and policies in response to recent confusion, misinformation, and direct questions that I am hearing. Our school practice is to form Advisory Hiring Committees to ensure thorough and fair hiring practices. Depending on the position, various administrators lead employment searches, including the Head of School, Assistant Head of School, Assistant Director of Teaching and Learning, Learning Specialists, and the Directors of Finance & Operations, and Advancement & Community Engagement. The lead administrator assembles a hiring committee of teachers, staff, and administrators. For many positions, the Advisory Hiring Committee will comprise staff most impacted by the new hire; for example, the 5-6 teachers will all participate on the hiring committee for a 5-6 teacher. Advisory Hiring Committees represent the school community, including members from underrepresented identity groups, long-term and new staff, and those who will work directly with the new hire.

 

To recruit candidates, the school subscribes to several job search sites, including LinkedIn, Carney Sandoe, SchoolSpring, AISNE, NAIS, as well as position specific sites and organizations, our school website, and through word of mouth and personal connections. Our hiring process begins well before an opening, as part of my job is the continuous networking and scouting of potential hires. Administrators and staff attend yearly hiring fairs and conferences to network and meet potential candidates. All position announcements describe the school, the position's responsibilities and duties, the required and preferred skills, and how to apply for the position through a designated email address.

 

The lead administrator reviews all resumes, conducts Zoom screening calls, and selects candidates to advance to meet the Advisory Hiring Committee. The committee reviews top resumes, discusses job requirements, and develops interview questions reflecting the mission and values and the required skills and expertise for the position. Hiring Committees conduct detailed Zoom interviews with candidates, rate candidates, and decide who to bring to school for in-person interviews.

During the in-person interview, candidates demonstrate their knowledge and skills, meet the community, and engage with staff, including me if I’m not a member of the Hiring Committee. Depending on the position, teachers teach a demo lesson, and administrators present their work to staff and community members. Candidates are rated by all involved in the process based on their interactions with key stakeholders during the in-person visit. 

 

The Advisory Hiring Committee gathers feedback, identifies behavior patterns aligning with the mission, discusses impressions and possible biases, and considers concerns or the support the candidate will need to succeed. Candidates provide three to five references, including at least one or more direct supervisor(s). The references are contacted, and the committee ranks and identifies which candidates to recommend to the Head of School, who makes the final decision. The Head of School's decision typically aligns with the committee's recommendations. After an offer is made and accepted, the candidate undergoes a Criminal Offender Record Information (CORI) check and begins the onboarding process.

 

Community members, including parents and caregivers, participate in hiring for senior level administrative positions, such as the Directors of: Advancement & Community Engagement, Finance & Operations, Enrollment Management & Admissions, Assistant Head of School, and Head of School, and other positions if applicable to the role. They provide feedback via surveys developed by the lead administrator with input from the hiring committee. This feedback is considered by the hiring committee alongside ratings from other school stakeholders, and this feedback influences and is a factor in final decisions. Parents and caregivers are not decision-makers regarding hiring; however, they play a significant role. This is also true for the feedback from board directors, many of whom are parents.

 

In some cases, the Head of School may consider other demonstrated skills, as well as the candidate’s willingness to collaborate and take on projects that advance students' growth and learning or the school's work. There have been cases when substitute or temporary staff who show strong interest, skills, and alignment with our mission may also be appointed to positions.

 

In summary, our hiring process is designed to build a strong community and bring in talented, committed individuals whose work, demeanor, expertise, and skill sets align with the school’s needs and mission. We understand that not everyone will always agree with our choices, but I hope this gives you some understanding of our thorough process and trust in our hiring committees’ thoughtful work. If you have additional questions about the process, please contact me. And please join me in welcoming the following individuals to our Fayerweather Community.

 

In partnership,

Kim Ridley