Education Week - May 8, 2019 - 21

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ASSISSTANT SUPERINTEDENT

New Rochelle Public Schools
Embracing Diversity: Driving Success

The New Rochelle City School District, a high-performing district serving a
diverse population of approximately 11,000 students from Pre-K through 12
in Southern Westchester County, NY, recently announced its search for a new

AssistAnt superintendent for
Business & AdministrAtion
Anticipated Start Date: July 1, 2019

Settled in 1688 and incorporated in 1899, the city of New Rochelle is located
on the shores of the Long Island Sound and is just 30 minutes from midtown
Manhattan. It is a culturally vibrant and dynamic community of nearly 80,000
people. The city boasts numerous recreational resources, parks, a municipal
marina, a dynamic public library, excellent health care facilities, and is home
to several colleges.
The New Rochelle community is committed to the success of its schools.
In 2016, voters supported a $106 million bond to upgrade its facilities. The
district is in year three of its five-year capital project. Since 1984, New
Rochelle schools have five times received the U.S. Department of Education
Blue Ribbon Award, including twice for the High School. The district enjoys
a distinguished record in music and the arts and in 2007 received the
Westchester Arts Council "Arts Award for Education."

The successful candidate will have:
n Strong skills as a collaborative and accessible leader, able to clearly
explain complex financial and operational needs;
n A proven fiscal management background with deep knowledge of
business operations with a track record of accomplishment;
n An understanding of the educational context in which financial decisions
are developed and the ability to advise the Superintendent and Board on
a wide-range of fiscal and organizational issues;
n A commitment to advancing educational opportunities for students
through the leadership and management of business and administrative
operations.
The Board of Education is offering a regionally-competitive compensation
package. New York State certification as School District Leader or School
District Administrator is required for appointment.

Applications must be submitted online at www.leadschools.us by
May 26, 2019 (click on "current vacancies"). In addition to completing the
basic application, candidates are asked to upload a cover letter describing
how they meet the above criteria, together with their current resume.
All applications will be treated in the
strictest of confidence.
To learn more about the
New Rochelle City School District,
visit: www.nred.org
EOE: Minority candidates are encouraged to apply.

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May 8, 2019 | www.topschooljobs.org

TOP SCHOOL JOBS's K-12 TALENT MANAGER
TOP SCHOOL JOBS's K-12 TALENT MANAGER

Hiring
Hiring to
to the
the Test:
Test: Ensuring
Ensuring Fairness
Fairness in
in Candidate
Candidate Selection
Selection Tests
Tests
Many school districts I speak with across the country
are examining how they recruit and hire great educators andschool
other staff.
I thinkI this
is positive
as having
a
Many
districts
speak
with across
the
great recruiting
and hiring
process
canand
ensure
country
are examining
how they
recruit
hire
great
educators and
other staff.
I think
this is posiyour organization
is looking
for new
candidates
in
tive
as having
a and
great
recruiting
andmeasures
hiring prothe
right
places
using
the
right
to
cess can ensure your organization is looking
select
thecandidates
best person for
the job!
for
new
in the
right places and
using the right measures to select the best
As
part
of
these
conversations,
many districts have
person for the job!
mentioned creating their own selection "test" that
askspart
newofhires
a series
of questions,
and districts
then the
As
these
conversations,
many
have
their
districtmentioned
would usecreating
the results
asown
oneselection
measure "test"
to inthat
new
hires
series
ofvendors
questions,
and
form asks
hiring.
There
are a
also
many
whomeaoffer
then
the
district
would
use the
results
as one
such to
tests.
It sounds
a great
idea...and
one that
sure
inform
hiring. like
There
are also
many vendors
who
such
It sounds
like
a great
idea...
couldoffer
be done
fortests.
relatively
low cost,
right?
Not always.
and one that could be done for relatively low cost,
If districts
considering the use of selection test,
right?
Not are
always.
they should be concerned about disparate impact.
If districts are considering the use of selection
Disparate
a term
that HRabout
people,
employtest,
they impact
shouldisbe
concerned
disparate
impact.
ment law attorneys, and the Equal Employment Opportunity Commission (EEOC) use to decscribe
Disparate
impact uses
is a term
that other
HR people,
emwhen an employer
tests and
measures
to
ployment
law
attorneys,
and
the
Equal Employchoose
job
applicants,
and
then
"disproportionately
ment Opportunity Commission (EEOC) use to
excludes people
particular group
by race,
or
decscribe
when in
ana employer
uses tests
andsex,
other
measures
to choose
applicants,
and then
another covered
basis,job
unless
the employer
can"disjusproportionately
excludes
people
in a particular
tify the test or procedure
under
the law."
group by race, sex, or another covered basis, unless the employer can justify the test or procedure
The Law
under
the law."

The Americans with Disabilities Act of 1990 (ADA);
The
LawDiscrimination in Employment Act of
the Age
1967; and Title VII of the Civil Rights Act of 1964 all
The
Americans
with Disabilities
Act tests
of 1990
note the
useAge
of discriminatory
employment
and
(ADA);
the
Discrimination
in Employment
selection
procedures
Act
of 1967;
and Titleas
VIIillegal.
of the According
Civil Rights to
Actthe
of
1964
note the
use of discriminatory
EEOC,all
selection
measures
could include butemployare not
ment
tests
and
selection
procedures
as
illegal.
limited to, physical ability tests that measure strength
According to the EEOC, selection measures
or stamina;
cognitive
assessing
or reading
could
include
but aretests
not limited
to, math
physical
ability
comprehension,
memory,
reasoning,
or the
knowltests
that measure
strength
or stamina;
cognitive
tests
assessing
math
or
reading
comprehension,
edge of a particular job or function; sample job tasks
memory,
reasoning,
or or
the
knowledge of
a particusuch
samples
performance
testing;
perlar
jobasorwork
function;
sample
job tasks such
as work
sonality
and
integrity
tests
measuring
certain
disposisamples or performance testing; personality
and
integrity
tests
measuring
certain dispositions;
tions; credit
checks;
English proficiency
exams; medicredit
checks;
English
proficiency
exams;
medical
cal examinations such as psychological tests or
examinations such as psychological tests or asassessments of
of physical
and/or
criminal
backsessments
physicalhealth;
health;
and/or
criminal
ground checks.
background
checks.
When itit comes
VII of
of the
the Civil
Civil Rights
Rights
When
comes to
to tests,
tests, Title
Title VII
Act allows
candidates
as as
long
as
Act
allows employers
employerstoto'test'
'test'
candidates
long
as
"designed,
intended,
ortoused
the the
testtest
are are
NOTNOT
"designed,
intended,
or used
disto
discriminate
of race,
color,sex,
religion,
criminate
becausebecause
of race, color,
religion,
or nasex, or national origin." (42 U.S.C. § 2000e-2(h))
tionalVII
origin."
U.S.C.
§ 2000e-2(h))
Title VII
Title
also (42
places
restrictions
on altering
or also
adplaces restrictions
altering
or adjusting
scores
as
justing
scores ason
well
as having
moving
cut-off
scores
for different
applicants.
(42
well as having
movinggroups
cut-off of
scores
for different
U.S.C.
§2000e-2(l))
groups of
applicants. (42 U.S.C. §2000e-2(l))
Disparate
Treatment
Disparate
Disparate Treatment
vs. vs.
Disparate
ImpactImpact

Title VII
both
"disparate
treatment"
and "disTitle
VIIprohibits
prohibits
both
"disparate
treatment"
and
"disparate
impact"
discrimination.
The difference
parate impact"
discrimination.
The difference
between
between
the
two
is
that
one
is
intentional
discrimithe two is that one is intentional discrimination (dispanation (disparate treatment) and the other occurs
ratean
treatment)
and the other occurs as an effect of
as
effect of testing.
testing.

According to the EEOC, disparate treatment
cases
typically
involve
bias such
as
According
to the
EEOC,evidence
disparate of
treatment
cases
discriminatory
people
being
openly
typically involvestatements
evidence of or
bias
such as
discriminatreated differently due to their race, color, religion,
torynational
statements
or people
being
treated
differor
origin.
Further,
anopenly
example
scenario
ently due
to their
race,
religion, or national
origiven
by the
EEOC
oncolor,
an employment
facts sheet
shows
how an
thisexample
might look
in reality.
forgin. Further,
scenario
given "Title
by theVII
EEOC
bids
a
covered
employer
from
testing
the
reading
on an employment
facts sheet
shows how
might
ability
of African American
applicants
orthis
employlook but
in reality.
"Titlethe
VIIreading
forbids a
covered
employer
ees
not testing
ability
of their
white
counterparts."
anability
example,
this was
taken
from testing theWhile
reading
of African
American
from
a real
court
case but
of disparate
treatment,
applicants
or
employees
not
testing
the
reading
Griggs v. Duke Power Company (1970).

ability of their white counterparts." While an example,

this was taken
from
real court
case
of disparate
Disparate
impact
is a
different
from
treatment.
The
treatment, Griggs v. Duke Power Company (1970).

Disparate impact is different from treatment. The
EEOC notes that, "Title VII also prohibits employers
from using
neutral
selection
procedures
that
EEOC
notes
that,tests
"TitleorVII
also prohibits
employers
usingof
neutral
tests or selection
procehavefrom
the effect
disproportionately
excluding
perdures
that have
the effect
disproportionately
exsons based
on race,
color, of
religion,
sex, or national
cluding persons based on race, color, religion, sex,
origin,
whereorigin,
the tests
or selection
arepronot
or
national
where
the testsprocedures
or selection
"job-related
and
with and
business
necessity.""
cedures
are
notconsistent
"job-related
consistent
with
business
necessity.""
An example
would
An example
scenario would
be that scenario
an organization
be
that an
organization
requiresathat
all applicants
requires
that
all applicants
strength
pass
a strength
test andpass
the result
is test
thatand
all
the result
that all women are
disproportionately
women
areisdisproportionately
screened
out. While
an
example,
is the
situation this
behind
the
dispascreened
out. this
While
an example,
is the
situation
rate
impact
case EEOC
v. case
Dial Corp.
behind
the disparate
impact
EEOC v. Dial Corp.
How do
dispaHow
do you
you know
knowififyour
yourselection
selectionmeasures
measures
disparately
impact
a particular
A statistical
rately impact
a particular
group?group?
A statistical
analysis!
analysis!
(And
they
say
HR
people
don't
"do"
(And they say HR people don't "do" math... psh!)
math... psh!)
Candidate Lessons
Candidate Lessons
As a job candidate, asking bluntly if a selection test or
As
a job is
candidate,
asking
bluntly
if aemployer's
selection
question
"illegal" may
put you
on the
test
or question
is "illegal"
may
put you every
on theday).
emdo-not-call
list (which,
sadly,
happens
ployer's do-not-call list (which, sadly, happens
Rather,day).
if youRather,
are uncomfortable
with a specific
every
if you are uncomfortable
test, a
I suggest
in a calm,
cool, in
collected,
with
specific asking
test, I suggest
asking
a calm,
cool,
collected, and
professional
manner
and professional
manner
how it aligns
to thehow
job
it
aligns
to
the
job
and
how
it
is
consistent
with
and how itnecessity.
is consistent with business necessity.
business
Employer Lessons
Employer Lessons
If you're buying a test, be cautious and do your homeIf
you're
a test,
cautious
do your
work
(justbuying
because
othersbearound
you and
are buying
a
homework
(just because
others
around
youhurts
are
tool
doesn't
mean
you
have
to
as
well).
It
never
buying a tool doesn't mean you have to as well). It
to check
withtoyour
legal
counsel.
Further,
askFurthe
never
hurts
check
with
your legal
counsel.
vendor
forthe
information
on EEOC
disparate
ther,
ask
vendor for
information
onimpact.
EEOC
disparate
impact. Iftothey
are unwilling
to proIf they are unwilling
provide
such information,
vide
such
information,
or
do
not know
what
or doare
nottalking
know
what
you
are
talking
about,
you
you
about,
you
should
have
a conshould have
a conversation
withinother
leaders in
versation
with
other leaders
the organization,
including legal
counsel,
to decide
the organization,
including
legal counsel,
to the
debest
course
action.
cide the
best of
course
of action.
One vendor
that
develops
selection
tests for
teacher
One
vendor
that
develops
selection
tests
for
teacher
candidates
EEOC Four-Fifths
candidates
provides provides
an EEOCan
Four-Fifths
Report. It
Report.
It
notes
that:
notes that:

According to the EEOC Four-Fifths rule, "A selec-

According to the EEOC Four-Fifths rule, "A setion raterate
for any
sex, orsex,
ethnic
is
lection
for race,
any race,
or group
ethnicwhich
group
less than
the rate forofthe
the
which
is four-fifths
less thanoffour-fifths
thegroup
rate with
for the
group
rate
generally
be rehighestwith
ratethe
willhighest
generally
bewill
regarded
by federal
garded
by federal
enforcement
agencies
as evienforcement
agencies
as evidence
of adverse
imdence
of adverse
impact.
The percent
of applipact. The
percent
of applicants
scoring
at 72%
or
cants
scoring
at 72%
or higher
between
each
subgroup
pair in
the subgroup
overall database
is overall
within
higher between
each
pair in the
the
four-fifths
guidelines;
thus, the
classification
database
is within
the four-fifths
guidelines;
thus,
system indicates no disparate results."

the classification system indicates no disparate re-

sults."
This
is FANTASTIC and exactly what any organization
should beand
looking
when
This
is
FANTASTIC
exactlyfor
what
anyconsiderorganizaing a selection test. It also never hurts to collect
tion
should
be
looking
for
when
considering
seyour own data to ensure that the reports area aclection If
test.
It also
never ahurts
to collect
own
curate.
you're
creating
selection
test,your
be cautious,
yourthat
homework,
check
with your
legal
data todo
ensure
the reports
are accurate.
If you're
counsel,
and
collecttest,
the appropriate
data
to ensure
creating
a
selection
be
cautious,
do
your
homeyou're not disparately impacting a group of indiwork, check
with
counsel,
and
collect
the
viduals.
Run
theyour
testlegal
yourself,
and
then
check
again
with your
counsel.
appropriate
data legal
to ensure
you're not disparately im-

pacting a group of individuals. Run the test yourself,

The
bottom
aswith
a K-12
Talent
Manager is
and then
checkline
again
your legal
counsel.
that if your organization is considering a selection
test from
a vendor
or designing
The bottom
line as
a K-12 Talent
Manager isone
thatin
if
house,
be very careful
and do your
due diliyour organization
is considering
selection
gence,
as one misstep
could be avery
costly.test

from a vendor or designing one in house, be very
careful and do your due diligence, as one misstep
could
bethe
very
costly. blog post, visit http://blogs.edTo
read
complete

week.org/topschooljobs/k-12_talent_manager/.
To read more blog post, visit http://blogs.edweek.org/
topschooljobs/k-12_talent_manager/.
The
opinions expressed are strictly those of the author
do not
reflect the
opinions
endorsement
The and
opinions
expressed
are
strictly or
those
of the auof
Editorial
Education.
thor
and do Projects
not reflectinthe
opinions or endorsement of
Editorial Projects in Education.

EDUCATION WEEK | May 8, 2019 | www.topschooljobs.org

|

21

EDUCATION WEEK | May 8, 2019 | www.topschooljobs.org

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21
http://www.TopSchoolJobs.org http://www.TopSchoolJobs.org http://www.topschooljobs.org http://www.TopSchoolJobs.org http://www.nred.org http://blogs.edweek.org/topschooljobs/k-12_talent_manager/ http://www.leadschools.us http://www.TopSchoolJobs.org http://www.topschooljobs.org
Education Week - May 8, 2019

Table of Contents for the Digital Edition of Education Week - May 8, 2019
