You are the school principal at George Madison Elementary. You are required to create a staffing plan for the next school year that includes identifying areas in which additional staff will be needed. You will also create an interview process to determine the most eligible candidates.
Your superintendent has informed you that you will have $225,000 more in your staffing budget for hiring additional employees. These extra hires would result in a staff beyond what will need to be replaced because of teacher attrition. Your superintendent has also provided some assumptions for how far the additional funds in your staffing budget can be spread. The costs associated with new hires are as follows: Teachers with zero to four years of experience with only a bachelor’s degree usually require $61,000 (including base salary plus benefits). Teachers working five to nine years with a maximum of a bachelor’s degree usually require $71,000 (including base salary plus benefits). If teachers have a master’s degree, $4,000 is typically added to the base salary.
Besides hiring new teachers, you have considered hiring for positions that do not currently exist in your school. For instance, teachers increasingly notify you of the need for addressing students’ mental health issues. So you have thought about hiring a social worker (which generally costs $86,000, including base salary plus benefits) or school psychologist (which typically requires $93,000, including base salary plus benefits). You have also considered hiring a technical support analyst (which usually costs $81,000, including base salary plus benefits) since increasing enrollment has resulted in a demand for more technology support.
A. Create a staffing plan for the next year, using the information in the scenario and the “Staffing and Enrollment Reports” attachment, by doing the following:
1. Recommend the positions that you would hire.
a. Justify your hiring recommendations by addressing the following:
• student need
• class size
• instructional space
• projected enrollment
• teacher attrition
• best staffing practice
• relevant law or policy
Note: Justifications may incorporate law and policy from your state or local district.
2. Provide a chart to represent next year’s staffing plan that includes the following:
• teacher assignments
• class sizes
• grade sizes
B. Identify the selection criteria you would use for each position you recommended in part A1, including the following:
• education requirements
• soft skills
Note: Soft skills are defined as the attitudes, personality traits, interpersonal skills, and communication skills necessary for an effective educational practice when working with all stakeholders (e.g., students, colleagues, community members).
C. Describe the interview process you would use to select eligible candidates, including the following:
• number and type of interviews per candidate
• order of interviews
• collaboration with faculty, staff, or other stakeholders
1. Justify the interview process by addressing each of the following:
• alignment to selection criteria from part B
• best interview practice
• district policy related to personnel or employment practices
• federal law related to personnel or employment practices
• state law related to personnel or employment practices
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