chairs, room temperature, coffee, whether the interview is held in the classroom or home, time and length of interview. Suggested length of the interview is approximately 40 minutes. It is important that the procedure for the interview is clearly outlined ahead of time. Consideration of the details will assist the committee to plan effectively. 6. Interview Questions: Be sure to have a set of questions to ask at your interview. A sample of interview questions can be found in the Toolkit. You may wish to break up the list, so each member of the committee asks some of the questions. 7. Discussion of Contract and Working Conditions: contract, probationary period salary duties, hours sick leave, holidays workshops, conferences, meetings, professional development fund school opening & closing landlord responsibilities insurance, worker's compensation professional affiliations number of children & parent assistants executive responsibilities The contract should not be signed until the teacher is fully aware of all the details contained in her contract, and not before she has seen the classroom facilities and equipment. The contract must be signed before the new teacher can begin the Orientation program. As the Hiring Committee, it is your responsibility to outline some of the requirements set out by Council for new teachers. These include details of the Parent Orientation Program and Teacher Orientation Program. It is important to advise the applicant of exactly what is required of teachers in a parent participation preschool. The CPPPBC and the New Teacher’s Workshop include the roles of Council and the Teachers' Association, including meetings, resources, etc. The applicant must have every opportunity to ask for clarification of any point and should be free to ask questions that help determine whether she can accept the position if offered. 8. Evaluation of Applicants: When each interview is complete, committee members should take a few minutes to make a brief written assessment of the applicant. When all interviews are complete, the committee will meet to make a decision.
chairs, room temperature, coffee, whether the interview is held in the classroom or home, time and length of interview. Suggested length of the interview is approximately 40 minutes. It is important that the procedure for the interview is clearly outlined ahead of time. Consideration of the details will assist the committee to plan effectively. 6. Interview Questions: Be sure to have a set of questions to ask at your interview. A sample of interview questions can be found in the Toolkit. You may wish to break up the list, so each member of the committee asks some of the questions. 7. Discussion of Contract and Working Conditions: contract, probationary period salary duties, hours sick leave, holidays workshops, conferences, meetings, professional development fund school opening & closing landlord responsibilities insurance, worker's compensation professional affiliations number of children & parent assistants executive responsibilities The contract should not be signed until the teacher is fully aware of all the details contained in her contract, and not before she has seen the classroom facilities and equipment. The contract must be signed before the new teacher can begin the Orientation program. As the Hiring Committee, it is your responsibility to outline some of the requirements set out by Council for new teachers. These include details of the Parent Orientation Program and Teacher Orientation Program. It is important to advise the applicant of exactly what is required of teachers in a parent participation preschool. The CPPPBC and the New Teacher’s Workshop include the roles of Council and the Teachers' Association, including meetings, resources, etc. The applicant must have every opportunity to ask for clarification of any point and should be free to ask questions that help determine whether she can accept the position if offered. 8. Evaluation of Applicants: When each interview is complete, committee members should take a few minutes to make a brief written assessment of the applicant. When all interviews are complete, the committee will meet to make a decision.