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Teacher quality is associated with higher student academic performance, yet many urban school districts face challenges with finding and retaining teachers able to effectively meet the needs of their students. This case study used the constructs of bridging and buffering to examine the teacher hiring process in one urban district, particularly how principals bridged and buffered with HR personnel. All teacher applicants who made it through the initial screening were determined to be equally qualified, therefore principals used the application process to discriminate among the candidates. They primarily evaluated teachers on personal characteristic such as passion for teaching, caring for students, and disposition toward working in an urban setting.