Original Date: 08/08/1994
Revision Date: 01/18/2007

The Stafford County Public Schools system has developed a process to effectively recruit and select the best teachers to work with and support the needs of Stafford County students. The school system recognizes that the instructional staff is its most valuable resource and places significant importance on the teacher recruitment and selection process. It is a collaborative process involving teachers, administrators, and the Personnel Department. Staffing decisions are based on individual school demands influenced by factors such as student needs, staff dynamics, and desired expertise and skills.

Personnel related decisions were previously made by one or two individuals based on perceived school system needs. Instructional staffing requirements were discerned as effectively addressed without actively recruiting candidates from outside of the immediate area. Consequently, campus visits were limited and advertising and marketing strategies were minimal. However, since 1980 the county has experienced almost a 5% growth in student population each year, growing from 9700 to more than 15,000 students. In that time, the instructional staff has nearly doubled to more than 1100 to keep pace with the county's commitment to maintain optimal pupil-teacher ratios. Cultural diversity has accompanied growth, requiring more emphasis on minority representation among the staff as well as more resources for language programs. There have also been major philosophical shifts in management practices. There is now an increased focus on providing more opportunity for the total instructional staff to become involved in the decision-making process that has influenced recruitment and selection. The school system has shifted its recruiting focus from the local community to a geographical area covering the entire eastern United States to increase the size, diversity, and quality of the pool of potential candidates.

Through judicious application of TQM measures, the Stafford County Public Schools have developed and implemented a thorough, cordial, and fair methodology for recruiting and selecting new teachers. The formal process first defines the ever changing needs of the schools for new types of instruction, and then discerns where personnel who have the appropriate expertise reside, a very important step. A methodology for training recruiters, many of whom are teachers from the schools, is then developed which includes interviewing techniques and procedures.

After assembling an applicant pool that includes grouping submitted resumes and preliminary applicant interview forms, specific candidates are interviewed on campus by both administrators and fellow faculty members with whom they will be working. Checks are then made of references, final interviews conducted, and final application reviews made. Successful applicants are then selected and notified.

The cordiality of the administrators, faculty, and staff during the interview process has been well received and commented on by all applicants. The enthusiasm of both the administrators and the teachers during the interview process, combined with conscientious procedures used to recruit and select personnel, are key contributors to the success of the program. Increasing the depth, diversity, and quality of the pool of candidates has achieved highly favorable results.

For more information see the Point of Contact for this survey.