Joining the Ranks: Opportunities and Obstacles in Obtaining Principal Positions

This study examines the application and acquisition process of individuals completing a principal licensure program to obtain school administrative positions over a period of five years. While relatively low compensation and high-pressure accountability demands were viewed as deterrents by those deciding not to seek principalships, the majority of the study participants actively sought and obtained schoool administrative positions. Gender differences were examined in the areas ofapplying for positions, interviewing, and number of job offers. Reasons for not applying for principal and assistant principal positions were also examined.     

论禁止包养暗娼式同居

《婚姻法》规定禁止有配偶与他人同居(包括包养暗娼的行为)；有配偶与他人同居导致离婚的，无过错方配偶有权请求损害赔偿。这些规定符合马列主义的基本观点并与现有的其它立法完全一致。包养暗娼已经构成侵权行为，应承担损害赔偿责任；禁止包养暗娼并对受害方配偶承担损害赔偿可以有效地保护公共利益。     

制度因素对德国职业教育的制约作用

制度作为对社会运行进行协调与控制的手段,直接地参与和作用于人的活动及其结果.在德国特定的社会背景下,企业雇佣制度、企业用工制度和企业工资制度等对德国职业教育的发展均具有制约作用.     

泛本位利益:收费领域病态格局之根源

收费领域的“泛本位利益”是乱收费的一个重要根源,其突出表现就是政府利益部门化、部门利益单位化和单位利益个人化。“泛本位利益”是“一手高指标,一手乌纱帽”的压力型领导体制、“看政绩用干部”的考核制度、“给个政策也行”的利益驱动、“一手交费,一手办事”的权力寻租这四大“催化剂”的综合效应,其膨胀表现为权力与货币的两大拓张,其整治必须坚持“两手抓”：一手抓机制规范,一手抓制度创新。     

发达国家高校行政管理人员专业化运行机制的共性特征

各发达国家高校都十分重视行政管理人员的专业化建设,努力根据自己的国情和传统,试图用自己的方式处理好高校行政管理人员专业化问题。其虽具有各自鲜明的个性特征,但又都带有某些共性特征。     

Aristotelian Appeals and the Role of Candidate‐Generated Videos in Talent Assessment

Videos made by job candidates can be an effective means of promoting their qualifications, thus potentially helping them secure a job. However, little past research has focused on the impact of such videos on reviewers’ appraisals of a prospective candidate. Using Aristotle's means of persuasion as a methodological framework, this study first identified the most sought after candidate attributes identified by hiring firms, then explored the degree to which firm representatives felt two candidate‐generated videos demonstrated these attributes. Findings suggest reviewers deemed the attributes characterised by pathos (emotional connections) as most important and found this quality to be most evident in the videos. As such, videos may provide the means to inject pathos into a job candidate's self‐promotional materials not possible in more traditional application packages. However, while such videos offer advantages over traditional candidate collateral, their potency can elicit strong and sometimes unintended reactions.     

Finding More Like Us: Values and Practices for Hiring in Community Colleges

ABSTRACT

This article describes the author's observations related to hiring practices in a new community college undergoing a growth phase. While the goals of a search committee are alike at all academic institutions, the types of candidates sought out by community colleges differs significantly in comparison to their four-year peers. Successful candidates reflect the values espoused by the community college faculty and staff, including a focus on teaching, a preference for generalist knowledge over specialist expertise, a deep concern for the needs of students, an activist orientation, and the right “fit.” The author further describes a range of creative hiring practices discussed that can help bring quality candidates to light for search committees at community colleges and their libraries.     

Tell Me More: The Operational Style of Maxine Bleiweis

Abstract

An interview with former library director Maxine Bleiweis explores leadership, staffing, and operations from the perspective of interpersonal connection. How can real conversation – asking questions, listening, and remembering – lead to a stronger staff engagement, innovative programing, and community investment in the library? How can directors find the best candidates for their staff and then assemble energized, complementary teams? How can libraries find support from their local business communities? Bleiweis, winner of Charles Robinson Award for Innovative Leadership from the Public Library Association, is now a consultant who encourages libraries across the country to tap into their community networks to explore bold new directions.     

An Experimental Approach to Evaluating the Viability of Potential Applicants for Assistant Principal Vacancies

Despite the purported national shortage of qualified applicants for administrator vacancies, there is little empirical research regarding assistant principal recruitment. This study involved an experiment to evaluate the viability of teachers as applicants for assistant principal vacancies. ANOVA results indicated administrator certification program status (admitted, not admitted) and school level (elementary, middle school, high school) explained 28% of the variance in job ratings. Teachers who were enrolled in administrator certification programs rated the job higher than did teachers who were not enrolled in administrator preparation programs. Middle school teachers rated the job higher than did high school teachers. Implications for practice and future research are discussed.     

Hiring in an Academic Library: Fit is Essential

Candidates readily assure search committees that they will join up, collaborate, and participate in a group. The challenge for the search committee is learning whether the candidate will truly fit with the existing group and organizational culture. How do we gauge how a new hire will fit? Hiring for fit is critical in libraries because each member of the group interacts on behalf of the library with students, faculty, administrators, and staff. Such work demands not only collaboration but also a shared vision. This article describes how one library altered the hiring practice to address the issue of “fit.”