DSST Public Schools

DSST Public Schools

Reference Check Questions

Reference Process:

· Check 3 references:

o A current colleague

o Director/Supervisor (Department Chair, Assistant Principal)

o School/Organizational leader

o If additional references are needed to do questions/concerns, a fourth reference should be called that is not on the candidate’s original reference list. The interviewer should determine who would be the best reference to shed light on the questions/concerns.

o If a candidate comes from a teacher preparation program (TFA, TNTP, schools of education), the program coordinator who worked with the candidate should be substituted for the current colleague.

· Always talk to the references via phone

· Letters of reference can be reviewed, but do not substitute for in-person reference checks.

· A candidate always has weaknesses. Require references to identify at least 2 weaknesses and not duck these questions.

· Reference checks should occur prior to the on-campus Round 2 interviews and after the first round interview for highly rated candidates and after Round 2 for candidates who we are unsure of.

· At the candidate’s request, reference checks can be delayed until right before the offer if a candidate is concerned about her/his relationship with current organization.

Standard Questions:

· What is your work relationship with the candidate?

· What are the candidate’s greatest strengths as a teacher?

· What are the candidates’ greatest weaknesses as a teacher?

· How has the candidate demonstrated measurable student achievement growth?

· What kind of learner is the candidate?

· How does the candidate respond to feedback?

· In terms of absolute performance, where does the candidate fall in comparison to her peers (TNTP core, TFA second year Corp etc..), Top 10%, 30%, 50%

o What would the candidate have to get better at to be in the top 5 or 10%? (depending upon where the candidate lands in the first question)

· In terms of work ethic, where does the candidate fall in comparison to her peers (TNTP core, TFA second year corp etc..). Top 10%, 30%, 50%

o What would the candidate have to get better at to be in the top 5 or 10%? (depending upon where the candidate lands in the first question)

· Would you re-hire the candidate if you had the opportunity to?

· What else is important to know about this candidate that we have not already talked about?

Alternative Questions: Other questions should be added as needed depending upon candidate profile. These questions could include:

· A previous employer: Why did the candidate leave? Was she/he not asked back?

· Is the candidate a strong member of his/her team? Do the openly contribute to the organization beyond their own work to make the organization and those around him/her better?

· Has the candidate ever let you down in a significant way?