ࡱ> UWTb jbjb $2.......@@@@ L,?@?B?B?B?B?B?B?,gARCn?.n? ..?   ...@? B4v"....@?  n$<..@?x D@Z,= @??0?L=D D@@? . \\ Sample Performance Based Interview Tasks for Teachers by Dr. Bonnie Boothroy, School Administrators of Iowa Best practice is to inform candidates, prior to the interview, about the types of performance tasks they will be asked to do. This is not a gotcha process, and by preparing them in advance, we can get a more accurate picture of their real abilities. Task # 1, phase 1: Teach a lesson Arrange for candidates to teach a 15-20 minute lesson to a class or small group. In advance, provide candidates with information about the students and content they will teach, as well as the length of the lesson. Ask them to bring materials and a lesson plan. Look for: Does the candidate clearly articulate the lesson objective and what students will be expected to know or do? How effectively does s/he establish rapport with students? Does the candidate engage all students or a subset of the class? How does s/he activate students current knowledge or otherwise get the class engaged? Is s/he maintaining student attention in a variety of ways beyond simple verbal reminders? How does s/he handle a student who is off-task or disruptive? Does s/he use explanatory devices such as visuals, models, analogies, or simpler language to make instruction more vivid and accessible to the class? Are there opportunities for student involvement? Does the candidate practice wait-time, checking for understanding, or allowing students to summarize what they are learning? Does the candidate ask questions beyond recall? Task # 1, phase 2: Performance reflection After the lesson has been taught, ask candidates to reflect on: how they feel it went, what worked well, and where they would fine-tune or improve the lesson. This could also be done in a one-page written document. Look for the following. Does the candidate: Assess how the lesson went based on what students were able to do or likely be able to do related to the lesson objective? Precisely describe the strategies s/he chose and why s/he chose them? Attribute the causes of a successful or unsuccessful performance to internal factors? Own the outcome or point to factors outside of his or her control? Produce reasonable ideas for improvement? Cite additional assessment data s/he would seek if given an opportunity? Analyze the possible causes for success or failure? Task #2: Document review Send candidates documents in advance or present them during the interview. Ask them to review and analyze the documents and make comments. You might ask, What does this tell you? or What questions does this raise for you? Documents might include samples of student work, lesson/unit plans, curriculum documents, or assessment results. Listen for: types of questions the candidate asks content knowledge or expertise in the area how the candidate would use the document or data Task #3: Complete a writing sample Ask candidates to complete, during the interview, a brief writing sample; give them about 15 minutes. You might request a letter to a parent or parent group, a brief school newsletter article or announcement, or a request to the principal. Look for: ability to deliver a concise, clear message tone and content grammar, spelling and usage professional presentation whether candidate makes use of technology to complete the task Task #, 4 phase 1: Conference with an upset parent During the interview process, ask candidates to role-play a conference with an upset parent (interview team observes). Listen for: demonstration of respect for the parent and desire to listen lack of defensiveness ability to relate to and calm the parent ability to understand the problem and make appropriate decisions or suggestions ability to summarize and clearly identify next steps desire to handle the matter fairly Task #4, phase 2: Performance reflection At the conclusion of the conference, ask candidates to reflect on how the conference went. Listen for: candidate perceptions compared to reality willingness to be self-reflective and vulnerable comfort with learning from experience understanding of need to gather all the facts before making decisions or commitments Task #5: Portfolio review Ask candidates to bring a portfolio. Ask them to select 1-2 things things in which they take the most pride. Provide time for them to explain the artifacts and their reason for highlighting them. Invite them to include in their portfolios: formative assessments/tests and quizzes lesson plans and unit plans professional development plans Web pages parent communication Task #6: Informal interaction with a small group of teachers or parents During the interview process, invite candidates to have lunch with one of the above groups. This is an opportunity to observe the candidate engage in informal interaction, with no formal interview questions. Look for: ability to engage in small talk and discuss topics outside of education ability to field a question that might border on being inappropriate ability to relate to others ease and sense of humor What they do, and what they say Performance based tasks are included in the selection process to give decision makers a sense of candidates values, beliefs, skills, and how they would actually perform the job duties, as opposed to how they say they would perform them. Performance tasks help interviewers assess many things simultaneously. Examples: How candidates would assess student learning and address identified needs. What candidates believe are the reasons for the achievement gap, and what they think their responsibility is to address it. How candidates employ evidence-based best practice in their teaching. How candidates may relate to students, fellow teachers, and parents. How candidates reflect on their teaching practice and their attitude toward continued professional growth. How candidates would assess the context of the school community. How candidates would engage parents in the school and work with an upset parent. 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