{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/120309"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/120309","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"School district human resources leadership and bias mitigation in the teacher selection process","abstract":"Submission original under an indefinite embargo labeled 'Open Access'. The submission was exported from vireo on 2023-09-01 without embargo terms","abstract_html":"Submission original under an indefinite embargo labeled 'Open Access'. The submission was exported from vireo on 2023-09-01 without embargo terms","abstract_has_math":false,"creators":["Baker, Patrick M"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ed.D.","degree_level":"Dissertation","degree_discipline":"Educ Policy, Orgzn & Leadrshp","degree_department":null,"school":null,"contributors":["Herrmann, Mary B","Li, Jessica","Roegman, Rachel","Bruno, Paul"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2023,"date_issued":"2023-05","date_published":"2023-05","updated_at":"2026-07-22T22:24:57Z","subjects":["Teacher Selection","School District Hr Leadership","Bias Mitigation","Information-rich","Structured Interview"],"languages":["en","eng"],"rights":["Copyright 2023 Patrick Baker"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://hdl.handle.net/2142/120309","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Herrmann, Mary B","Li, Jessica","Roegman, Rachel","Bruno, Paul"]},{"key":"dc:creator","label":"Author","values":["Baker, Patrick M"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2023-05","2023-04-24"]},{"key":"dc:type","label":"Dc Type","values":["text","Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Educ Policy, Orgzn & Leadrshp"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ed.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Teacher Selection","School District Hr Leadership","Bias Mitigation","Information-rich","Structured Interview"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en","eng"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2023 Patrick Baker"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://hdl.handle.net/2142/120309"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Submission original under an indefinite embargo labeled 'Open Access'. The submission was exported from vireo on 2023-09-01 without embargo terms","The student, Patrick Baker, accepted the attached license on 2023-04-21 at 10:59.","The student, Patrick Baker, submitted this Dissertation for approval on 2023-04-21 at 11:12.","This Dissertation was approved for publication on 2023-04-24 at 09:58.","DSpace SAF Submission Ingestion Package generated from Vireo submission #19093 on 2023-09-01 at 17:09:19","Teacher selection is arguably the most important leadership task in education. School and district leaders are responsible for selecting teachers who can meet the demands of both school improvement and student learning. Ideally, school district human resources (HR) leaders would design and lead a selection process to meet these demands with research-based best practices. Researchers have previously explored this topic and found that all too frequently this is not the case. The complex nature of hiring and the contextual confines of existing research have revealed extant gaps in both knowledge and practice, limiting the ability of practitioners to draw conclusions or take action. Research has also revealed the scope and impact of these gaps. Well over 350,000 teacher selection decisions are made each year, yet many of those decisions are made based on candidate impressions rather than through a structured, information-rich process. As a result, teacher selection practices and decisions are subject to bias. This qualitative study seeks to advance the understanding of researchers and practitioners on school district HR leadership and bias mitigation in the teacher selection process by addressing three questions through a survey, semi-structured interviews, and artifact collection: 1) In what ways do school district HR leaders perceive their own influence over a teacher selection process that mitigates bias? 2) In what ways do school district HR leaders perceive that information-rich exchanges mitigate bias and raise decision quality in the teacher selection process? 3) In what ways do school district HR leaders perceive that structured interviews mitigate bias in the teacher selection process? The findings of this study reveal how school district HR leaders take ownership of the teacher selection process and how their beliefs inform and drive the process. HR leaders shared their belief that structured interviews were a single, yet important part of a multi-stage structured selection process with multiple opportunities for information-rich exchanges. HR leaders reported their confidence in the ability of structured interviews to make positive contributions to teacher selection process outcomes including enhanced standardization and consistency, increased effectiveness and reliability of teacher selection decisions, and greater bias mitigation. HR leaders also reported barriers to improvement including teacher shortages and insufficient data use. Recommendations include standardizing selection processes with structured interviews and other resources to align values, practice, and outcomes."]},{"key":"dc:format","label":"Dc Format","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["School district human resources leadership and bias mitigation in the teacher selection process"]}]}],"canonical_facts":{"dc:contributor":["Herrmann, Mary B","Li, Jessica","Roegman, Rachel","Bruno, Paul"],"dc:creator":["Baker, Patrick M"],"dc:date":["2023-05","2023-04-24"],"dc:description":["Submission original under an indefinite embargo labeled 'Open Access'. The submission was exported from vireo on 2023-09-01 without embargo terms","The student, Patrick Baker, accepted the attached license on 2023-04-21 at 10:59.","The student, Patrick Baker, submitted this Dissertation for approval on 2023-04-21 at 11:12.","This Dissertation was approved for publication on 2023-04-24 at 09:58.","DSpace SAF Submission Ingestion Package generated from Vireo submission #19093 on 2023-09-01 at 17:09:19","Teacher selection is arguably the most important leadership task in education. School and district leaders are responsible for selecting teachers who can meet the demands of both school improvement and student learning. Ideally, school district human resources (HR) leaders would design and lead a selection process to meet these demands with research-based best practices. Researchers have previously explored this topic and found that all too frequently this is not the case. The complex nature of hiring and the contextual confines of existing research have revealed extant gaps in both knowledge and practice, limiting the ability of practitioners to draw conclusions or take action. Research has also revealed the scope and impact of these gaps. Well over 350,000 teacher selection decisions are made each year, yet many of those decisions are made based on candidate impressions rather than through a structured, information-rich process. As a result, teacher selection practices and decisions are subject to bias. This qualitative study seeks to advance the understanding of researchers and practitioners on school district HR leadership and bias mitigation in the teacher selection process by addressing three questions through a survey, semi-structured interviews, and artifact collection: 1) In what ways do school district HR leaders perceive their own influence over a teacher selection process that mitigates bias? 2) In what ways do school district HR leaders perceive that information-rich exchanges mitigate bias and raise decision quality in the teacher selection process? 3) In what ways do school district HR leaders perceive that structured interviews mitigate bias in the teacher selection process? The findings of this study reveal how school district HR leaders take ownership of the teacher selection process and how their beliefs inform and drive the process. HR leaders shared their belief that structured interviews were a single, yet important part of a multi-stage structured selection process with multiple opportunities for information-rich exchanges. HR leaders reported their confidence in the ability of structured interviews to make positive contributions to teacher selection process outcomes including enhanced standardization and consistency, increased effectiveness and reliability of teacher selection decisions, and greater bias mitigation. HR leaders also reported barriers to improvement including teacher shortages and insufficient data use. Recommendations include standardizing selection processes with structured interviews and other resources to align values, practice, and outcomes."],"dc:format":["application/pdf"],"dc:identifier":["https://hdl.handle.net/2142/120309"],"dc:language":["en","eng"],"dc:rights":["Copyright 2023 Patrick Baker"],"dc:subject":["Teacher Selection","School District Hr Leadership","Bias Mitigation","Information-rich","Structured Interview"],"dc:title":["School district human resources leadership and bias mitigation in the teacher selection process"],"dc:type":["text","Thesis"],"thesis:degree_discipline":["Educ Policy, Orgzn & Leadrshp"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ed.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:24:57Z"}