Personnel Selection & Placement

The retiree uses the occasion of the event to pass on views and opinions to her successor, many of them based on the changes in the national educational market that she has witnessed in her 31 years as director. She also feels compelled to comment, both objectively and subjectively, about the impact that Federal and State laws have on the practices of screening, selecting, placing, transferring, promoting and terminating employees.

Citing numerous references, she details the importance of more thorough screening for employees during the application process. Keeping focused on the future, she also draws several implications from the annual NEA meeting (1999) in which some 1,100 proposals were made that could have a major impact on the role of personnel director in this new century.

Of special interest is her section on termination which details some of the risks that school boards face when failing to properly inform prospective employers concerning a terminated teacher's specifics.

As personnel director of the East Midlands School District for 31 years, this author has been in a position to view many changes in the school district's hiring and firing policie

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that so clearly delineates the changes in education policies that this director of personnel has seen in her 31 years. The teachers, en masse, voted a wide platform of resolutions, calling for reforms to disband the "bureaucracy" to eliminating discrimination against left-handed students. Allow a quote concerning salaries: The National Education Association believes that salary and benefit structures for education employees are matters for collective bargaining. The Association also believes that any proposed or legislated salary and benefit structure should not bypass or undermine the bargaining process or negotiated agreements. The Association further believes that salary schedules should. . . Be based on preparation, academic degrees, experience, professional growth, responsibilities, and full length of service [and] assure that initial placement and advancement on the salary schedule are nondiscriminatory [and] be independent of national certification unless the impact of any national certificate is determined through the collective bargaining process or by agreement of the local affiliates in those states where collective bargaining does not exist...("1999-2000 Resolutions", 1999, 41). This concern of the NEA su
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Some common words found in the essay are:
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Approximate Word count = 2107
Approximate Pages = 8 (250 words per page)

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