Helena Teacher’s Pre-screening Test
1st July 2008
Yesterday’s IR had a piece on a ‘controversial’ applicant pre-screening test used in the Helena school district. The cause of ‘controversy’ is that the goal of the test is to build a profile of the teacher’s style and disposition as opposed to knowledge or grasp of the subject matter:
It’s not a typical test, though, because TeacherInsight doesn’t have any clear right or wrong answers. Instead, applicants are asked how they would handle particular situations.
-
But it’s those nebulous questions, and the fact the results are not made known, that have potential teachers like Flemming and retired local educators like Rita Williams questioning the process.
[snip]
The test is an instrument that measures the likelihood of the test-taker’s ability to be an effective teacher.
-
“It’s a predictor — not a guarantee — they’ll be an effective teacher,” Helena School District Superintendent Bruce Messinger said. “We’ll get content out of other things. It’s more about characteristics that predict highly effective teachers.”
First of all, lets build a shared assumption here. There were over 600 applicants for 24 job openings in the Helena school district (don’t tell me that more money doesn’t attract a better selection). When we screen an applicant at my job, it takes at least a half day with us before they get to the real interview with the top brass. With so many applicants, it would take one person a full year to properly screen each one. Even then, the teachers are at the mercy of a single persons opinion. This is unrealistic, so we must assume that there should be some sort of automated pre-screening system in place.
Based on the assumption that there must be some sort of pre-screening mechanism in place, I see a few alternatives to this type of system. One is to base the pre-screening metrics on accomplishments alone. For instance, give precedence to teachers with masters degrees over bachelors degrees. That would filter the number down nicely. An additional metric could be based on the school: graduates of Stanford, MIT and Yale get preference over MSU and U of M grads. In our screening device, we could give additional weight based on years of experience.
Sounds great doesn’t it? Surely these things should be considered, but I see a big problem using these as the only metrics. As far as level of education, it speaks more to knowledge of subject matter than to ability to effectively teach kids. Knowing a thing is one thing, being able to help another learn that thing is a completely different beast. As far as schools go, I don’t believe this indicates anything at all. I work with graduates from MIT, CMU and Stanford everyday, while they are capable enough, so are the people from MSU and U of M. Verifiable experience might be the best indicator of all, but some of the worst teachers I ever had also taught my Mom when she was a kid.
Many of the complaints about the TeacherInsight test was that the questions had no clear right or wrong answers. Well, that’s pretty much how real life works. I am positive that the claim that bright capable teachers have been culled by the test is 100% correct, but I also think that the same would be true of face to face interviews.
Posted in Uncategorized, Education | 9 Comments »

The following is a guest post from 