Screening can be a very useful process to ensure that potential employees meet state and district requirements. Screening is a worthwhile tool and so we must ask ourselves this question – since screening involves both manpower and time, do we have the necessary resources to commit? Every reasonable precaution should be taken to ensure that students are not placed in harmful situations or with an unqualified person. The screening process ought to be more than submitting fingerprints and conducting a criminal background check. Screening provides administrators with the opportunity to assess an applicant’s ability to function as a professional teacher in the classroom. The shortage of teachers throughout the nation cannot be blamed for, nor accepted as a reason for, placing “unqualified substitute teachers in classrooms” (Kakkuri, 2000). By utilizing screening, classrooms can be staffed with a qualified professional each day of the week. The following articles are relevant to screening concerns and issues:
Kakkuri, M. (2000). Screening substitute teachers. SubJournal, 1(1), 24-26.
Smith, G. G. (2005). Screening teachers and substitute teachers: Best methods for use in prescreening applicants to predict post-employment success. SubJournal, 6(1), 17-27.
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