Along with the Staff Handbook , the team set out to systematize our hiring protocols . We restructured the hiring process to include a standard phone screen , a role-specific task , as well as a group interview ( inclusive of junior staff ). The new process promotes rigor and transparency , ensuring that all candidates are assessed in a similar manner . It also ensures that teammates at different levels of leadership are able to participate in the decision-making process for each new hire . Additionally , all new hires underwent a new rigorous 90-day onboarding process , which included a deep dive into their “ Life Compass ” ( i . e . an assessment of their strengths accord to Gallup , personal core values , as well as goals and aspirations in life ). In the end , 92.3 % of new hires said that the onboarding process met or exceeded their expectations , and 96.6 % of all applicants agreed that Teach For Armenia ’ s hiring process was challenging yet inspiring .
While this past year posed tremendous threats and risks to culture , for Teach For Armenia it was a galvanizing year . More than ever before , the team rallied together in order to overcome obstacles . In the end , we are confident that Teach For Armenia is becoming one of the best places to work in Armenia , with its sights set on the world .
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