Recruitment policy and qualifications required
The Academy is committed to following the policies and procedures of the Ministry of Education and Higher Education in the State of Qatar, and the job titles will be in accordance with the requirements of the national professional standards for teachers and school leaders, the guidelines for personnel affairs, and the standards of the Ministry of Education and Higher Education in the State of Qatar for the minimum qualifications according to the licensing office for teachers and school leaders . The number of employees will be as per
the approved budget.
Thus, the Academy gives the teacher the choice of most attention as the main pillar in the teaching and learning process, and therefore the Academy is keen on caring for the selection of human cadres and the selection of the most suitable people for the position in an effective manner through the use of national professional standards for teachers in the recruitment and selection process, in order to ensure educational outcomes, and in accordance with the requirements The Ministry of Education and Higher Education will also be used when:
–Developing a job description
– Writing selection criteria
– Developing interview questions
1 – Goals of the selection process in the appointment process :
– ensure the selection of the best
people for the position
of the vacancy .
– Ensure the approach of fixed
justice, openness and accounting .
– Ensure
that the applicants is positive about the school
and procedures
where several
methods are used to evaluate applicants for
positions, including conducting interviews, a representative explanation of lessons, skills
testing and verification of applicant references for the job, after reviewing job
applications, written references, job descriptions, and selection criteria.
2 – Roles and Responsibilities :
A – The Board of Trustees:
Provides advice regarding the strategic direction of the school, including matters of employment.
B – Director of the Academy:
– Ensure that professional standards are applied in the recruitment and selection processes .
– the use of an agreed process provides useful information and certified .
– to set up a committee to choose and make sure to do this committee work to the fullest .
– Selection of applicants based on the grades obtained by job description and selection criteria .
deadline is sufficient or applicants who have been selected for an interview.
C- The applicant:
Provide accurate information on his application as part of the interview.
3- Stages of the appointment process:
The selection of employees in an effective manner is vital to achieving the highest levels of organizational performance and to minimizing the process of
employee change. The goal of the recruitment and selection program is to appoint
highly qualified staff, through the following stages:
– Writing a job description
– Advertise the job
– Selection of applicants
– Interview the applicants
– Job offer preparation
It can be summarized in the following scheme:
The appointment and selection process Preparation Receiving requests the choice signing contracts The following is an explanation of the recruitment and selection stages:
First: preparation:
A – Job Analysis / Job Description:
The senior leadership academy determine the available vacancies Academy first, and from then to develop a clear description of each position because the work of the job description clearly facilitates writing the selection criteria and i ask of the interview for recruitment and selection .
It should include:
– specific roles and responsibilities related to the job .
– Qualifications , experience and / or the required
certification and training courses .
Second: job
advertisement and / or search for suitable applicants
E n the successful declaration is the declaration that describes the school requirements accurately and attracts the largest number of qualified applicants as it is possible that the declaration includes:
– Job Title .
– place of work .
– type of contract ( contract ) ( temporary, permanent, full time, part time, contract time )
– Description of duties, responsibilities and skills required for the job , salary,
bonuses .
– Selection criteria .
– References details .
– Contacts in the event of inquiries with the applicants .
– The body to which requests are sent .
The last date for submitting the application.
Third: The process of dealing with job applications:
Written requests are used to compare applicants for the interview in most
cases and then are contacted to verify or obtain more information about the applicants. Job applicants use written requests to persuade the selection committee that they are the best people for the job. Written applications must be evaluated and grades given by the selection committee based on a preset scale where weights are usually given to selection criteria as indicators of their importance with regard to the job. The applicants are chosen according to the scores they achieved and thus they are given an opportunity to complete the process. Applicants should be required to provide a brief statement stating that they have met each of the selection criteria specified for the position or position, and applicants must provide examples illustrating their previous experience related to their application of
selection criteria. Job applications must include a CV that outlines previous work experience including previous work periods and duties for which applicants were responsible in those periods, and applicants can also add the names of at least two people to be used as a reviewer who can provide an assessment of the applicant’s performance With regard to the work previously occupied by the applicant.
Fourth: Selection:
The construction of selected information on the applicant, it is important to be a selection process that provide useful and reliable information on applicants. The process of selection must enable us to gather evidence to confirm that the applicants meets selection criteria. The selection process may include written submissions, interviews, experiences and practical samples, ability and skill tests, and structural practices for individuals and groups.It is recommended that the minimum selection methods be comprehensive for personal interviews unless the circumstances are related to only one applicant for the job and therefore no further evaluation is required. Applicants must be notified of the date of the interview and / or subjected to another form of evaluation.
The selection committee can consider a number of other selection tools, which include:
Presentation – for example, a presentation to explain a specific lesson.
– skills test or test printing applications using the computer and language .
– assessment compared, for example
, are a range of activities ranging from
open questions to the detailed questionnaire and through which the advanced evaluation of giving degrees over different scales .
Fifth: the selection of the applicants:
The process of selecting applicants is carried out by the selection committee, which must ensure that the persons selected are possessing the skills and experience that meet the selection criteria
. The applicant is excluded if he:
– does not meet the selection criteria .It does not provide evidence that it competes with other applicants in skills, knowledge and experience.
– His appointment was considered illegal .
Even if there are a large number of applicants who have met the basic requirements,
the selection committee only needs to select the best and most competitive
applicant for the interview.
Sixth: The interview:
The same questions should be directed to all applicants in order to maintain a consistent and fair curriculum, and the questions must be drawn up in advance of the selection criteria in order to assist the selection committee in evaluating the applicants and knowing how they meet the selection criteria.
There is strong evidence that the best indicator of a person’s performance is through
examples of his performance in previous jobs, and that the best questions to ask the applicant are those questions related to situations or actions that were related to the previous job. E n of the best questions are also those questions that ask the
applicant to provide examples of similar acts or attitudes through the experiences of previous applicants.
Seventh: checking the references:
The purpose is to collect additional evidence to assess the applicant with respect to the criteria for the selection and evidence to support the information provided by the applicant , must contact persons mentioned as a reference who have been classified as the highest degree of advanced before the completion of the selection process in order to Confirm the information gathered about the applicant’s capabilities related to selection criteria and use this information to complete the final selection decision . The Selection Committee must use it consistently for the selection criteria are met.
Eighth: Making the selection decision:
The Selection Committee does the following to select the best applicants:
– Take into account all the information obtained through various selection tools such as written requests, interviews, references of the contacted references, and tests .
Ninth: The stage of signing the job contract:
The last step in the recruitment and selection process includes:
– the work of functional oral presentation and confirm the terms and conditions of employment .
– written version of the contract .
– Regulating visa and transfer when necessary .
– confirmation of the date of commencement of work .
– Teacher involvement in a training program .