communications and joint observations. observations. Does not develop or utilize observations. Developing teacher leaders Provides limited development of teacher leaders within schools to Provides multiple opportunities within schools to facilitate teacher leaders within schools to facilitate county initiatives. for teacher leaders within schools county initiatives. facilitate county initiatives. and across the county to develop and facilitate county initiatives. HUMAN RESOURCES DEVELOPMENT COORDINATOR/PROGRAM FACILITATOR HR-3 Manages human resources The instructional leader promotes the success of all students through effective hiring practices and management of the human resources. system’s Highly Effective Effective Needs Improvement Ineffective Assists in the recruiting, Assists in the interviewing and Does not offer support with Does not assist with interviewing interviewing, and hiring of highly hiring of highly qualified interviewing and hiring teacher teacher candidates. qualified teachers. teachers. candidates. Makes no effort to include Promotes, advocates, and recruits Promotes the interviewing and Inconsistently promotes the culturally diverse applicants in culturally diverse applicants. hiring of culturally diverse interviewing and hiring of the interview process. applicants. culturally diverse applicants. Regularly reviews and provides Demonstrates a lack of feedback about the policies for Follows and stays current with Follows perceived policies for knowledge and disregard for the the hiring and training of staff. changes to the Cecil County hiring and training of staff hiring and training policies. Public policies without staying current with Serves as a resource for others Disregards negotiated Schools’ regarding the hiring and training policy changes. with regards to the language of agreements. of staff. the negotiated agreements. Does not consistently adhere to Inadequately trains or supports Is knowledgeable of and adheres the negotiated agreements. Trains and supports administrative/ clerical staff, to all negotiated agreements. administrative/clerical staff, Inconsistently trains and supports resulting in minimal Trains and supports allowing them to take initiative administrative/clerical staff understanding or support of and act independently to maintain administrative/clerical staff, allowing minimal independent program operations. program operations. allowing them to contribute to actions in support of program program operations. operations.
communications and joint observations. Provides multiple opportunities for teacher leaders within schools and across the county to develop and facilitate county initiatives. observations. Developing teacher leaders within schools to facilitate county initiatives. observations. Provides limited development of teacher leaders within schools to facilitate county initiatives. Does not develop or utilize teacher leaders within schools to facilitate county initiatives. HUMAN RESOURCES DEVELOPMENT COORDINATOR/PROGRAM FACILITATOR HR-3 Manages human resources The instructional leader promotes the success of all students through effective hiring practices and management of the system’s human resources. Highly Effective Effective Needs Improvement Ineffective Assists in the recruiting, interviewing, and hiring of highly qualified teachers. Promotes, advocates, and recruits culturally diverse applicants. Regularly reviews and provides feedback about the policies for the hiring and training of staff. Serves as a resource for others with regards to the language of the negotiated agreements. Trains and supports administrative/clerical staff, allowing them to take initiative and act independently to maintain program operations. Assists in the interviewing and hiring of highly qualified teachers. Promotes the interviewing and hiring of culturally diverse applicants. Follows and stays current with changes to the Cecil County Public Schools’ policies regarding the hiring and training of staff. Is knowledgeable of and adheres to all negotiated agreements. Trains and supports administrative/clerical staff, allowing them to contribute to program operations. Does not offer support with interviewing and hiring teacher candidates. Inconsistently promotes the interviewing and hiring of culturally diverse applicants. Follows perceived policies for hiring and training of staff without staying current with policy changes. Does not consistently adhere to the negotiated agreements. Inconsistently trains and supports administrative/clerical staff allowing minimal independent actions in support of program operations. Does not assist with interviewing teacher candidates. Makes no effort to include culturally diverse applicants in the interview process. Demonstrates a lack of knowledge and disregard for the hiring and training policies. Disregards negotiated agreements. Inadequately trains or supports administrative/ clerical staff, resulting in minimal understanding or support of program operations.