This change plan was developed from the program evaluation centered on the teacher hiring processes in District 1, a small school district in north suburban Chicago. Following extensive interviews with those who do the hiring in District 1 and a review of relevant literature, recommendations were made to improve an already successful hiring process. This plan was developed around Tony Wagner’s Four C’s framework. The District 1 hiring process was analyzed for its context, culture, competencies, and conditions both in its current state and as it will be when the outlined changes are implemented. Strategies and actions for change were also discussed. This paper falls less under the heading of “if it ain’t broke don’t fix it,” and more under the idea that change is important even for high performing organizations.
","abstract_html":"<p>This change plan was developed from the program evaluation centered on the teacher hiring processes in District 1, a small school district in north suburban Chicago. Following extensive interviews with those who do the hiring in District 1 and a review of relevant literature, recommendations were made to improve an already successful hiring process. This plan was developed around Tony Wagner’s Four C’s framework. The District 1 hiring process was analyzed for its context, culture, competencies, and conditions both in its current state and as it will be when the outlined changes are implemented. Strategies and actions for change were also discussed. This paper falls less under the heading of “if it ain’t broke don’t fix it,” and more under the idea that change is important even for high performing organizations.</p>","abstract_has_math":false,"creators":["McElligott, Rob"],"institution":null,"degree_name":"Ed.D. Doctor of Education","degree_level":"Dissertation - Public Access","degree_discipline":"Educational Leadership","degree_department":null,"school":null,"contributors":["Dr. Sandra Stringer","Dr. Harrington Gibson","Dr. Kamau Rashid"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2019,"date_issued":"2019-06-01T07:00:00Z","date_published":"2019-06-01T07:00:00Z","updated_at":"2026-07-24T03:20:44Z","subjects":["Educational Leadership"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.nl.edu/diss/386","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Dr. Sandra Stringer","Dr. Harrington Gibson","Dr. Kamau Rashid"]},{"key":"dc:creator","label":"Author","values":["McElligott, Rob"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2019-05-23T07:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Educational Leadership"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation - Public Access"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ed.D. Doctor of Education"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Educational Leadership"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.nl.edu/diss/386"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This change plan was developed from the program evaluation centered on the teacher hiring processes in District 1, a small school district in north suburban Chicago. Following extensive interviews with those who do the hiring in District 1 and a review of relevant literature, recommendations were made to improve an already successful hiring process. This plan was developed around Tony Wagner’s Four C’s framework. The District 1 hiring process was analyzed for its context, culture, competencies, and conditions both in its current state and as it will be when the outlined changes are implemented. Strategies and actions for change were also discussed. This paper falls less under the heading of “if it ain’t broke don’t fix it,” and more under the idea that change is important even for high performing organizations.
"]},{"key":"dc:title","label":"Title","values":["Rethinking the Hiring Practices of a Small Suburban Chicago School District"]}]}],"canonical_facts":{"dc:contributor":["Dr. Sandra Stringer","Dr. Harrington Gibson","Dr. Kamau Rashid"],"dc:creator":["McElligott, Rob"],"dc:date.available":["2019-05-23T07:00:00Z"],"dc:description.abstract":["This change plan was developed from the program evaluation centered on the teacher hiring processes in District 1, a small school district in north suburban Chicago. Following extensive interviews with those who do the hiring in District 1 and a review of relevant literature, recommendations were made to improve an already successful hiring process. This plan was developed around Tony Wagner’s Four C’s framework. The District 1 hiring process was analyzed for its context, culture, competencies, and conditions both in its current state and as it will be when the outlined changes are implemented. Strategies and actions for change were also discussed. This paper falls less under the heading of “if it ain’t broke don’t fix it,” and more under the idea that change is important even for high performing organizations.
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