Throughout Teach For Armenia ’ s selection process , we take a multi-faceted approach to assessing leadership potential . By leveraging a set of core competencies , we examine the extent to which we think each candidate will excel in our program . After six years of data collection , Teach For Armenia is now able to create a predictive model for our context , meaning that we can see which competencies correlate the most to performance during the twoyear journey .
After the end of the selection cycle for our sixth cohort of Teacher-Leaders , the Selection Team ran a study to evaluate the correlation between the scores provided during the Assessment Center and performance during our intensive summer training program . In short , the results signaled that “ Fit ” and “ Problem Solving ” were the competencies that were the most predictive for success in the training program . Conversely , “ Organization ” seemed to be the least predictive competency for strong classroom performance . With these results in mind , the Selection Team redesigned our process around five core competencies : Fit , Problem Solving , Growth Mindset , Communication , and Independent Learning .
Using predictive modeling , the Selection Team is refining its interview process so that we can hone in on the competencies that matter the most . Furthermore , Teach For Armenia has decided to adopt new technologies in order to prepare for growth . For the seventh generation , the Selection Team will be piloting the use of SparkHire , an online platform that allows for one-way video interviews . To date , Teach For Armenia will be the first organization to pioneer such an approach in the Armenian context . By doing so , Teach For Armenia will be able to process a larger volume of applications as we prepare to grow in scale .
1 , 167
APPLICATIONS RECEIVED
122
ADVANCED TO SELECTION STAGE
85
TEACHER-LEADERS ACCEPTED
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