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based on a Forbes journal article published in 2013, as many as 118 individuals observe for each marketed position. if you're a busy recruiter tasked with finding the most advantageous candidate to fill one or more roles inside your enterprise, it really is lots of resumes to slog via. A well-designed personality peer at various can aid to streamline the manner and verify that the candidates you interview don't look to be losing their time or yours. These tests encompass the Kolbe A Index, Caliper Profile, and Gallup StrengthFinder.The aim of testing
besides the fact that children personality checking out has been round on account that the early a fraction of the twentieth century, it has become extra universal in concurrent years due to the perceived capitalize that enables hiring managers to weed out candidates that attain not fit a inescapable mold.
One such enterprise, Amtrak, has used them to exquisite repercussion in streamlining the hiring manner. In 2015, the enterprise obtained 5,000 purposes for job openings, a bunch that definitely overwhelmed its hiring managers. Amtrak selected to require that applicants fill out personality tests prior to scheduling an interview. Of the initial functions, handiest 2,000 were discovered to be what they termed a ''amazing healthy,'' whereas a further 1,800 had been a reasonable healthy. trying out allowed the enterprise to bag rid of heaps of applicants from initial consideration earlier than wasting time with interviews, a circulation that probably saved thousands of employee hours and tens of thousands of dollars.
Ideally, a character check will assist lead a potential commerce enterprise to the candidates that now not best meet a specific necessity within the enterprise but even Have the prerogative angle to fit in with the enterprise tradition. The status of California makes consume of character trying out when hiring peace officers as a result of they judge the arrogate checks can ''assist within the prediction of on-the-job performance throughout a wide selection of occupations.'' without these tests, it could pick weeks to weed via functions and months after extending an present before a firm realized it had made a nasty choice.
a brief search on-line will prove a dozen or greater businesses promising to convey ''exquisite candidates'' using their proprietary testing or specialized algorithm. but attain they definitely help? The retort to that is topic upon what a corporation is trying to find from their personnel and how they might infatuation to retract about getting that information.most advantageous choices
in line with funding word and different sources, there are a number of assessments, such as the DISC Profile, that serve employers determine communique styles, but these personality tests could be the highest character decisions:
When on account that the arrogate sort of check for any firm, Whitney Martin, a size strategist at ProActive Consulting in Louisville, KY, recommends that employers examine corporate and hiring goals and the preferred influence of the hunt, or classification of worker.
''If the aim is to in the reduction of turnover or absenteeism or drug consume in the spot of work, it truly is a very discrete technique than if you're a fitness custody corporation trying to enhance patient satisfaction and attempting to measure empathy in nurses.'' understanding this in boost could accomplish the testing greater accurate and more effective.
When interviewed for the Society for Human aid management, Martin had a particular set of strategies for employers who are given that the consume of a character examine to monitor candidates. The most suitable tests she says are these in order to deliver the strongest guidance and will:
To investigate if a character test meets these standards, it's essential that the human substances manager cautiously review the documentation accompanying the testing substances to check how the questions Have been formulated, what they Have been designed to check for, and who the manage community turned into.pros and Cons of the usage of testing
while disposing of nasty applicants and streamlining the hiring process are obtrusive pros to the usage of personality exams, different benefits encompass the capacity of the test to:
Of course, where there are professionals, there might too even be cons; as Concordia school aspects out, there can be some downsides to using a personality check to opt for your next wunderkind.
In 2005, Annie Murphy Paul, a former editor at Psychology nowadays magazine, wrote the e-book on personality testing - literally. In her extent, The Cult of personality testing, How personality checks Are leading Us to Miseducate Their children, Mismanage Their companies, and Misunderstand Ourselves, she questions the validity of most tests used citing the complexity of the human character and noting that ''human beings are a long course too complex, too esoteric and too enjoyable to be described by the banal categories of personality assessments.'' in brief, these checks could be too simplistic and constrained to attain employers any precise good.felony concerns
there's additionally the query of legality to admiration as H. Beau Baez, a former professor of legislation at the Charlotte school of law, mentioned in an article for the Cornell HR evaluation some years in the past. In his article, he cited a 2005 lawsuit in opposition t the hire-A-core organization as a result of their trying out questions. The plaintiff pointed out, and the courts agreed together with her, that the questions gave the impress to be geared to search for indications of mental affliction in spot of suitability. The verbiage discovered inside the questionnaire violated check-takers rights under the americans with Disabilities Acts. based on Mr. Baez, the corporation's consume of the Minnesota Multiphasic character stock changed into illegal ''since the check can exhibit intellectual disorder then it is going to be legally classified as a clinical examination.'' which hire-A-center became no longer qualified nor licensed to administer.
In ultra-modern litigious society, or not it's basic that employers be certain they're following the law to the letter. a few elementary guidelines, reminiscent of these suggested via Forbes magazine, should retain employers out of quandary when choosing the proper peer at various and preserve them out of the court docket:
consultants agree that whereas character checking out may too be a positive a fraction of the hiring manner, it is only that: a fraction of the system. tests should be used together with a number of other supplemental assessments and thorough background screening methods to accomplish inescapable that candidates chosen for interviews and eventual employment may Have the choicest casual of adding cost to the enterprise's foundation line. by means of following those strategies carefully, groups will bag the most from character testing, and the personnel they opt for may Have more self belief they've chosen the redress profession.
because the claim for IT people continues to grow – there are upwards of 850,000 core IT job openings within the U.S. alone – further and further employers are turning to certifications to assist identify the prerogative candidates. The webinar will discover why certifications are gaining in magnitude with employers.
Scheduled audio system encompass Angel Pineiro, senior vp, ASI gadget Integration, Inc.; Steven Gilman, senior systems engineer, SW@four safety; Patrick Lane, senior supervisor, product administration, CompTIA; and Amy Carrado, director, analysis and market intelligence, CompTIA.
"HR experts accept as redress with having IT job candidates with commerce certifications saves time and supplies in evaluating applicants, ensures a candidate's credibility and demonstrates that they've a baseline set of competencies," Carrado stated.
She cited the March 2015 CompTIA study HR Perceptions of IT training and Certification, which published that two-thirds of HR executives surveyed stated IT certifications are very positive and 94 % expect the magnitude of IT certifications to develop over the subsequent two years.
"once hired, certified IT experts bag up to velocity greater straight away; are more likely to live with the organization long term; Have a more robust likelihood of being promoted; and customarily operate enhanced than non-licensed IT staff," she added.
Job Search assistance
Webinar audio system will too retort some of the most universal job search-connected questions requested by course of IT specialists, including:
With more than two million certifications awarded, CompTIA is the leading issuer of dealer-neutral odds certifications and training for the area's IT staff. CompTIA has four IT certification succession that check discrete skills necessities, from entry-degree to skilled. talk over with http://certification.comptia.org/getCertified/certifications.aspx to be trained greater.
About CompTIAThe Computing know-how trade affiliation (CompTIA) is a non-earnings change association serving because the voice of the guidance technology trade. With approximately 2,000 member corporations, 3,000 tutorial and practicing partners and more than two million IT certifications issued, CompTIA is dedicated to advancing industry increase via educational programs, market analysis, networking events, knowledgeable certifications and public policy advocacy. To learn greater, visit CompTIA on-line, facebook, LinkedIn and Twitter.
 Burning Glass applied sciences Labor Insights, April 2015
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A federal courtroom ruled that pre-employment drug screens for unlawful medicine don't constitute medical examinations under the americans with Disabilities Act (ADA).
The U.S. District court docket for the Western District of Pennsylvania held on Sept. 15, 2015, in EEOC v. Grane Healthcare that the ADA’s prohibition on pre-offer medical displays doesn't consist of checking out for unlawful drugs.
beneath Title I of the ADA, “any worker who is presently undertaking the unlawful consume of medication” isn't considered “a qualified particular person with a incapacity” entitled to protection from discrimination. The statutory definition of the term “illegal consume of drugs” excludes “the consume of a drug taken below supervision by using an authorized health professional.”
“A pre-offer drug examine may no longer be administered under the guise of trying out for illicit drug consume when truly the outcomes are used to accomplish employment decisions according to both criminal and unlawful drug consume alike, “observed decide Kim Gibson.
In different words, to ensure that a drug peer at various to be regarded a medical examination below the ADA, a claimant ought to prove that the drug check in question was not administered to examine the unlawful consume of medication, and that the drug test did not, in fact, recur a positive influence for the illegal consume of medicine, referred to Kathryn Russo, a shareholder within the titanic apple, N.Y., workplace of Jackson Lewis and an authority on the legal considerations implicated in office drug and alcohol trying out. “in this case, the defendants offered credible testimony at ordeal to fill the courtroom that its best intent in performing pre-present drug trying out was to verify even if the candidates Have been the usage of illicit medication,” she observed.
Beth Lengle, vice chairman of nursing for the defendant Grane, oversaw the employment processing of the staff in question. She testified at ordeal that when an applicant confirmed effectual for a controlled substance, she would move-check the high-quality effects for managed elements with the applicant’s record of medicinal drugs. It changed into simplest at this factor that she would find even if an applicant turned into taking a lawfully prescribed medication. The drug monitor itself did not disclose whether or now not an applicant became taking a lawfully prescribed treatment.
while the Equal Employment casual fee argued that most of applicants had valid prescriptions for medicine, the courtroom discovered that Grane’s “protocol to administer drug screens after which, if a righteous unlawful drug became indicated, to determine the list of medicine for which the applicant had a legitimate prescription, is acceptable under the ADA.”
Roy Maurer is an online editor/manager for SHRM. result him @SHRMRoy
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The Department of Labor (DOL) is expected to declar soon a modern proposed salary threshold for the white-collar exemptions from overtime pay. But meeting the salary cutoff is just one requirement for classifying workers as exempt. Employers should too pick the time to review workers' job duties to ensure they fill the applicable exemption's criteria.
Under the just Labor Standards Act (FLSA), workers must be paid 1 1/2 times their regular rate of pay for sum hours worked beyond 40 in a workweek unless they plunge under an exemption. The most commonly used exemptions are the administrative, executive and professional, collectively called white-collar exemptions.
To qualify for these exemptions, employees must be paid on a salary basis at least $23,660 annually (or $455 a week)—though the salary threshold is expected to increase. The DOL's modern proposal is expected to be around $35,000, famous Josh Woodard, an attorney with Snell & Wilmer in Phoenix.
"Some employers are under the impress that if employees are paid a salary, then they are exempt from overtime," said Alfred Robinson Jr., an attorney with Ogletree Deakins in Washington, D.C., and a former acting administrator of the DOL's Wage and Hour Division.
But there's more to the analysis. "Once an employer is confident that the employee meets the minimum salary threshold, then the employer should revolve its attention to analyzing whether the employee's job duties plunge within the classifications of the applicable exemption," said Anne Cherry Barnett, an attorney with Reed Smith in San Francisco.
Currently, the duties test for the white-collar exemptions are not expected to change, she noted.
Multiple Factors Evaluated
"The duties tests are topic on a variety of factors," said Tamara Devitt, an attorney with Haynes and Boone in Costa Mesa, Calif. Each of the three white-collar exemptions has slightly different criteria:
Of the three white-collar exemptions, the administrative exemption is the least straightforward and creates the most challenges for employers, Devitt said. "Employers can sometimes fail to recognize the complexities of the exemption analysis and attain not undertake the watchful review that should be done before classifying an employee as exempt."
The most common misconception may be the required flat of discretion and independent judgment on matters of significance necessary to qualify for the administrative exemption, Woodard said. Employers sometimes spot too much stress on the salary threshold of the exemption, believing that the exemption is met if the employee is paid a salary and performs nonmanual, office work. "This can lead to the employee and/or the government challenging the FLSA classification," he said.
"In general, the exercise of discretion and independent judgment involves the comparison and the evaluation of feasible courses of conduct and acting or making a conclusion after the various possibilities Have been considered," according to a DOL fact sheet.
[SHRM members-only toolkit: Determining Overtime Eligibility in the United States]
Highly compensated employees whose total compensation is at least $100,000 a year are exempt from the FLSA's overtime requirements if they meet a more "relaxed" duties test, as follows:
The employer has the tribulation of demonstrating that the exemption applies, Devitt said. "So employers should be thoughtful and watchful about classifying employees as exempt."
Businesses should start by creating accurate job descriptions that are tailored to each position, she suggested. Then, employers should ensure that the job descriptions are kept up-to-date, and they should continually monitor jobs for any changes.
"Employers would be well-served to carefully anatomize each exempt position on an employee-by-employee basis," Woodard said.
They should understand the labor and duties performed by the employee whose job is being analyzed under the regulations, Robinson noted. The content or duties of the job—not the job title—are the key to determining the proper classification under the FLSA, he added.
"Given the complexity of the analysis and the risk of getting it wrong, it is a righteous understanding for employers to comprehend a wage and hour counsel in the analysis process," Devitt said.
[Visit SHRM's resource page on FLSA exemption classification.]
Updated: May 25, 2018:
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(This is the second post in a four-part series. You can see fraction One here.)
The modern question-of-the-week is:
What are your suggestions for people applying for their first teaching job?
Part One included recommendations from Valerie Ruckes, Sanée Bell, Dr. PJ Caposey, Candace Hines, Mary Cathryn D. Ricker, and Rinard Pugh. You can listen to a 10-minute conversation I had with Valerie, Sanée, PJ, and Candace on my BAM! Radio Show. You can too find a list of, and links to, previous shows here.
Today's guests are Marquitta Mitchell, Luis Javier Pentón Herrera, Susan Lafond, Julia Thompson, Joe Mullikin, and Sean Ruday.
Response From Marquitta Mitchell
Marquitta Mitchell is a teacher-leader at West Mecklenburg lofty School in Charlotte, N.C., and she will be entering her 2nd year as a Hope Street Group fellow. She has two bachelor degrees from North Carolina status University and a master of arts in English from National University. She has been an educator in the Charlotte-Mecklenburg school district for 12 years:
5 Tips to Land Your First Teaching Job
You've submitted the application for your first teaching job and you're preparing for the interview! be a standout with these four practical tips:
#1 Lead with Passion
While it may be cliché, it has to be redress if you want a job teaching students. redress zeal results in a positive attitude, optimistic spirit, and persevering nature. Your interviewers will be looking to see if you're pumped about trying modern things and tackling the challenges ahead of you. accomplish it obvious that your zeal is in the prerogative place. Talk about your methods for supporting students and reserve the focus off of personal success. forbear from discussing your want to accomplish money, secure employment, start fresh, or climb the professional ladder. While you may Have aspirations of your own, your zeal for education must shine through.
#2 accomplish Time for Reflection
As a modern teacher, you will not attain everything perfectly. Even veteran teachers accomplish mistakes! You will Have have dozens of students under your care, so you will Have to maneuver carefully and learn as you go. The ability to self-reflect is a necessity for educators. At the cease of my busy day, I sit at my desk and review every conclusion I made. What words of encouragement did I fail to say? Which students didn't bag the uphold they needed? In interviews, my coadjutant principal often asks candidates about a time they received feedback and what they did in response. Just know that as a teacher, you won't always receive feedback or Have someone to disclose you what to bellow or attain differently. Your interviewers will be looking to hire someone who can attain that thinking for themselves and prove up ready to attain things better than they did the day before.
#3 Dress the Part
Far too many times, I Have interviewed candidates and was immediately turned off by their appearance. You don't Have to wear a three-piece suit to accomplish a righteous impression, but your dress says so much about you before you even speak. A wrinkled outfit and messy appearance prove that you may not pay attention to detail or time constraints. Dressing too casually, in leggings, shorts, or sweats tells people that you don't pick this labor seriously, which could cause an administrator to question your professionalism going forward. Finally, recall that you are working with students, so articles of clothing should be arrogate for the workplace—not too short or revealing. Teaching is a profession, so professional attire is a must!
#4 Know the Students & the Data
As a modern teacher, you will want to bag to know your students—their hobbies, pet peeves, and goals—but those won't disclose you the replete story. Educators too spend time looking at students' data to see what their test scores disclose about their knowledge, labor ethic, and skills. Sometimes teachers can be too data-focused, only seeing the numbers instead of the students. Other teachers don't pay attention to the data at all—focusing only on their students' happiness. An effectual teacher will try to find a balance between the two, and it will prove in the classroom's culture. In your interview, provide specific procedures you will build in place, infatuation having frequent, individualized data conversations with students to talk to them about their performance. Relate their test scores and the labor you assign to their postsecondary goals. serve them motif out what they can attain differently, and hunt information from how you can help. As a teacher, it will be your job to cultivate your students while helping them learn modern things and reach modern heights.
Response From Luis Javier Pentón Herrera
Luis Javier Pentón Herrera, Ph.D., is currently a lofty school English for Speakers of Other Languages (ESOL) teacher, and he is too an adjunct professor in TESOL, Spanish, writing, and education at different colleges and universities. He is serving on the Maryland Teachers of English for Speakers of Other Languages (MDTESOL) board of directors as its 1st vice president. His research focuses on bilingual education, Spanish, ESL/ESOL, literacy studies, and Hispanic pedagogues:
Applying for your first teaching job can be a stressful and enigmatic process. There are many factors that you cannot control, such as the grade, content level, and even school where you will teach. To accomplish this process easier, my five recommendations to admiration when applying for your first year of teaching are:
Similar to many educators, my first year of teaching was very challenging, and I almost changed careers because of that experience. However, if I would Have read these five recommendations, I would Have done things a microscopic differently. It is my hope that, after reading my suggestions, you feel more prepared about your first year of teaching and what you should expect from it. Best of luck!
Response From Susan Lafond
Susan Lafond, a national-board-certified Teacher in English as a modern Language (EAYA ENL), has 20 years of combined undergo teaching ESL and curious language. As an coadjutant in Educational Services with modern York status United Teachers (NYSUT), she focuses on regulations and educational issues related to English-learners (ELs) and ENL/Bilingual programs, as well as creating and organizing professional progress across the status on ELs. Susan has been serving on the AFT National English Language Learner Educator Cadre since 2004 and is an expert practitioner and adviser to Colorín Colorado:
My recommendation for people applying to their first teaching job is to "get their ducks in order." This includes reviewing your resume and cover letter to eradicate any grammar and spelling errors. Your first impress is made on paper, and there are no do-overs! hunt information from multiple people to read them and give you feedback. A well-written resume or cover letter will increase your casual of getting past the door for a face-to-face interview.
Another "duck" to address is to critically scrutinize your social-media footprint. What is out there on you on Instagram, Facebook, Twitter, etc. (e.g. pictures from parties, links, graphics, pages you infatuation or Follow, tweets) or that you are tagged in on other people's pages that could labor against you? Check your privacy settings of who sees your posts and can partake them and admiration cleaning house by starting modern accounts.
Before the Interview
If you Have been asked to arrive in for an interview, there is quiet labor to be done when it comes to preparing for this opportunity. Before you go, attain some research on the district where you are applying. consume your networking skills to identify people who currently labor there. Pick their brains, as they will Have the redress understanding of the district from the inside. retract on the district's website, find out what the district's initiatives are, and incorporate some of that phrasing in your responses to their questions.
Anticipate or hunt information from others for potential questions you might be asked and carefully craft your responses. Again, hunt information from for feedback from veteran teachers. You can expect the following topics to accomplish an appearance one course or another:
During the Interview
You will want to prepare your own questions ahead of time and bring them with you along with a copy of your resume, credentials/certification, references, and a notepad. Jot down notes at the interview. If anything, it gives you a casual to assemble your thoughts and be deliberate and strategic with your response rather than speaking too quickly or ... um ... hesitating while ... uh ... you think. retort questions honestly since you don't want to mislead interviewers. If you don't Have inescapable knowledge, skills, or experience, let them know you would be enthusiastic to learn. They sum know that an interview is stressful, so be positive and recall to smile!
Questions you may want to hunt information from at the interview:
After the Interview
In order to not be forgotten and to leave a positive memory of you, send a thank-you note within two commerce days to the lead interviewer. Reiterate your interest in the position and working at that school. Now is the time to add anything you forgot to bellow due to nervousness.
For more ideas, check out the article I wrote, How to Prepare for an ESL Job Interview.
Response From Julia Thompson
Julia Thompson is currently a teacher trainer for the Bureau of Research and Development. She is too the author of several books for teachers including The First-Year Teacher's Survival Guide, Fourth Edition. Thompson offers practical recommendation for teachers at her website, www.juliagthompson.com, her blog, www. juliagthompson.blogspot.com, and on Twitter @TeacherAdvice:
Applying for a first teaching job is one of the most exciting and nerve-wracking events in any educator's professional life. enthusiastic anticipation combined with the worry of wanting to effect well can prove daunting to even the most confident potential educator. With just a bit of pains and preparation, though, you can successfully manage this. Here are a few tips for making that memorable time of your life as productive and stress-free as possible.
Response From Joe Mullikin
Joe Mullikin is an award-winning educator, consultant, and speaker. He currently serves as the principal at Highland Elementary School in northwest Illinois. You can find Joe on twitter as @joemullikin86:
Chances are if you're looking for your first teaching job, you've already Googled the entire top 10 lists of things to do. As I sat down to write this, I actually thought about what my top 10 list might be, but as I thought about the feedback I've given to candidates over the past couple years, I came back to one thing. Stage the house.
If you've tried to sell a house, bought a house, or watched HGTV lately, you know exactly what I am talking about. The likelihood of selling an vacuous house, no matter how nice it is, is lower than if you stage it. Simply put, people must be able to envision themselves animated in, or in this case with, what it is that they are buying.
Oftentimes when it comes to first interviews and first jobs, I find that aspiring educators arrive in with sum of the "right" answers. They've been so entrenched in current research, best practice, and educational theory that there aren't many questions they don't Have an retort to. The problem is that oftentimes they are selling an vacuous house. I've too read many of those books and know what the retort is, but the classroom isn't a textbook. Every year, every classroom is a modern culture within itself. Each structure has its own culture. Having sum of the "right" answers oftentimes doesn't communicate what is most important.
When you're applying and interviewing, it is famous to stage the house. What will it be infatuation to discipline with you? How will you interact with students? What will you attain to build relationships with staff? Much infatuation selling a house, when you see furniture in the animated room, it's a lot easier to picture where you will build yours. When you interview, it's famous to bring that same mentality. For me there are a few key things to attain to attain this well.
At the cease of the day, people Have to be able to picture you in the classroom in order to hire you. Providing specific examples of how you will act or behave, or Have behaved, in situations allows this to happen. Articulate your strengths, passions, and vision for education. Having sum of the "right" answers might not bag you the job. Stage the house.
Response From Sean Ruday
Sean Ruday is an associate professor of English education at Longwood University and a former classroom teacher. He has written eight books on teaching, sum published by Routledge Eye on Education, including The First-Year English Teacher's Guidebook: Strategies for Success, published in 2018. You can result him on Twitter at @SeanRuday and find his professional website at www.seanruday.weebly.com:
As an educator of preservice teachers, I bailiwick a lot of questions from my students about getting a first teaching job. When preservice teachers hunt information from me for recommendation about the job hunt, I emphasize the minute of ensuring that a particular school is the prerogative fit for them. The most famous fraction of the job-search process, I disclose my students, is finding a school that aligns with your values as an educator and will give you the uphold you necessity to grow as a teacher. To achieve this goal, I recommend that prospective teachers hunt information from themselves an famous question: "What attain I value as an educator, and how attain those values align with this school's beliefs?"
Different schools that preservice teachers interview with will Have different values, missions, and instructional practices. Sometimes these are clearly stated on the school's website or can be easily discerned from an introductory conversation with an administrator, but at other times, they can be much subtler and best determined by interviewing with school staff, visiting the building, and observing classes. For example, if you value students having a mighty deal of selection in their work, hunt information from about this topic in your interview and try to find examples of it in the school's instruction: pick a peer at student labor hanging on the bulletin board and admiration if it contains evidence of selection in the students' assignments. Try to visit a class and peer for additional evidence of this topic.
Similarly, if you spot a lofty priority on collaboration between teachers, peer for evidence of this in the school: hunt information from if teachers of the same grade flat and/or topic course together, how the instructional decisions are made, and who makes those decisions. If you are interested in incorporating technology into your instruction, hunt information from what kinds of technological resources the school has, how teachers typically consume those resources to enhance student learning, and what kinds of professional progress is offered to serve teachers integrate technological into their teaching.
It's tempting as a modern teacher to pick the first job present you receive—the job hunt is stressful, and it's tempting to want to cease the process as quickly as possible. However, looking carefully at how a school's values align with your own will retract a long course toward your success and happiness in your modern position, allowing you to thrive in your teaching career!
Thanks to Marquitta, Luis, Susan, Julia, Joe, and Sean for their contributions.
Please feel free to leave a observation with your reactions to the topic or directly to anything that has been said in this post.
Consider contributing a question to be answered in a future post. You can send one to me at [email protected]. When you send it in, let me know if I can consume your existent name if it's selected or if you'd prefer remaining anonymous and Have a pseudonym in mind.
You can too contact me on Twitter at @Larryferlazzo.
Education Week has published a collection of posts from this blog, along with modern material, in an e-book form. It's titled Classroom Management mp;As: Expert Strategies for Teaching.
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