School Recruitment Process for Staff

STAFF RECRUITMENT PROCEDURES FOR SCHOOLS

Recruitment simply refers to the process by which organizations fill up vacancies in order to ensure that there is no vacuum in service delivery. School Administrators must take recruitment seriously because once the wrong person has been recruited; it can adversely affect the fortunes of the school.

CATEGORIES OF STAFF EVERY SCHOOL MUST HAVE AS THE SCHOOL GROWS

1. TEACHING STAFF – TEACHERS
2. ADMINISTRATIVE STAFF – SECRETARY, BURSAR, LIBRARIAN, ETC
3. SUPPORT STAFF – CLEANERS, NANNIES, SECURITY MEN, ETC

FACTORS THAT INFLUENCE RECRUITMENT

The following should be given serious consideration by proprietors when

Considering recruitment

1. The quality and quantity of staff and positions to be filled
2. Availability of required staff
3. Peculiar discipline of required staff
4. The financial position of the school

SOURCES OF APPLICANTS

There are two main sources of applicants schools can consider viz:

1. Internal sources- Posting teachers to other sections or departments of the school
2. External Sources- Recruiting from outside the school

STANDARD RECRUITMENT PROCESS FOR TEACHING STAFF SCHOOLS

• ADVERTISE
• RECEIVE APPLICATION LETTERS
• GIVE OUT EMPLOYMENT FORM & PROCESS THE FORMS
• CONDUCT APTITUDE TESTS
• CONDUCT PANEL INTERVIEW – (AT LEAST 3 MGT STAFF SHOULD BE ON THE PANEL)
• CONDUCT PRACTICAL CLASSROOM TESTS (MICROTEACHING)
• CHECK HANDWRITING & VERBAL COMMUNICATION SKILLS
• CROSS CHECK REFERENCES ON CV’S
• ISSUE EMPLOYMENT LETTER
• CONDUCT ORIENTATION

SCHOOL EMPLOYMENT LETTER

As soon as the recruitment process is complete staff, being employed into the school must be issued with an employment letter. Do not employ verbally.

COMPONENTS OF AN EMPLOYMENT LETTER

1. DATE
2. TITLE/HEADING
3. REFERENCE TO APPLICATION LETTER
4. CLEARLY DEFINED POSITION
5. CLEARLY DEFINED JOB FUNCTIONS/RESPONSIBILITIES
6. REMUNERATION
7. CONDITIONS OF SERVICE
8. SUBJECT TO ________________
9. PROBATIONARY PERIOD
10. CONDITIONS FOR TERMINATION
11. CODE OF CONDUCT ATTACHED
12. OPTION OF CONSENT OR REJECTION

STAFF ORIENTATION

As soon as new staff are employed, they must undergo an orientation process.

This will entail:

1. Acquainting new staff with the School’s Policies (Parents relations policy, Students discipline policy, Fund handling policy, Safety/Security Policy, etc)
2. Acquainting new staff of the School’s Code of Conduct for staff.
3. Introduction of new staff to all existing staff, (including security men, cleaners.)
4. Acquainting new staff with the School’s Hierarchy of Authority and reporting sequence (Organogram) who does the staff reports to and who reports to him/her.
5. Acquainting new staff with the different areas and facilities in the School.  (Different Offices: Staff room, Mustering point, etc)

CONTENTS OF A STAFF FILE

There should be separate confidential files for each staff.

Don’t put all staff matters together.

CONTENTS OF A STANDARD SCHOOL STAFF FILE

1. Two recent passport photographs of staff
2. Original copy of Application letter
3. Photocopy of appointment letter
4. Comments by interview panellists
5. Results of interview
6. Employment form filled before the interview
7. Photocopies of credentials
8. Names, addresses and GSM numbers of Referees
9. Name, Address and GSM number of next of kin
10. Agreed terms and conditions of service
11. Acceptance letter duly signed by staff (consent letter)
12. Medical report of staff
13. Copies of correspondence with staff-Memos, queries, commendations etc.
14. Records of promotions, Staff awards, Training Certificates etc.

PROFESSIONAL DEVELOPMENT SCHOOL TEACHERS

Teacher’s productivity is a function of Educational Background, Skills, Teaching Facilities and Motivation. A school may have Teachers with good educational backgrounds and determination as well as appropriate teaching aids and facilities, yet productivity falls below expected standards. The missing factor in many cases is the lack of adequate skills and knowledge which can only be received through Training.

POINTS TO NOTE ABOUT TRAINING SCHOOL STAFF

1. Training enhances the capacity, competence and teaching prowess.
2. Training is not an expenditure it’s an investment
3. The real strength of a school is determined by the competence of its teachers not necessarily its infrastructure.
4. If you don’t train your teachers, your students will receive stale information and stale tuition methods

WHY SHOULD SCHOOL STAFF BE EXPOSED TO TRAINING?

1. For Increased Productivity and Efficiency Enhancement
2. To expose them to current and contemporary teaching methods
3. To let parents know that the school’s staff are up to date and current, consequently, the knowledge they are giving their children is not stale or obsolete
4. To boost teachers Morale and Motivate them for higher productivity

INDICATORS OF TRAINING NEEDS

UNDER WHAT CIRCUMSTANCES SHOULD TRAINING BE CONSIDERED

1. When the staff is given new or additional responsibilities
2. When new teaching methods are introduced
3. When negative attitude to work is noticed
4. When low productivity or efficiency is noticed
5. When laziness is noticed
6. When there are high incidents of parents complaints about the staff
7. When a staff is transferred to a new department
8. When a staff is given increase responsibility requiring more knowledge
9. When your competitors (other schools) are investing in training, it is advisable you do the same (Within the limits of available resources)

AREAS OF EMPHASIS WHEN CONSIDERING TRAINING FOR SCHOOL STAFF

Teaching staff should regularly be exposed to training in the following areas:

1. Communication and Lesson Delivery Methodology
2. Feedback mechanisms
3. Formative and summative assessment
4. Class Management and Class Organisation
5. Modern Teaching Methods
6. Developing Effective Lesson Plans
7. Effective Use of Instructional Materials
8. Edtech tools
9. Safeguarding
10. Handling Parents Complaints and Relating With Parents