Anyway, all of Dr. Ianniello's YouTube appearances are now private. (By the way, is this you, Peter?)
Peter, we enjoyed watching you describe Department policy!! C'mon, be brave. Put them back out to the public. I guess I will have to file a FOIL request. Below is my former post with the live YouTube videos.
Many of his comments are included in his Substitute Teachers Handbook from the National Council on Teacher Quality:
LINK
Here is an updated version 2011 with Lawrence Becker:LINK
and the latest version.
In The Road To Broad, this is what Dr. Peter Ianniello and Vicki Bernstein had to say about teacher quality and training in NYC:
"New
York City Department of Education
Leaders in New York City have similarly reformed the department's human resources office to align with its school improvement efforts. "In the past, HR was kind of an 'add on' department," says Vicki Berstein, deputy executive director of the division of human resources. "We had responsibilities for finance, administration, facilities, safety—HR was one of more than 10 things we were responsible for." Since 2003, however, Chancellor Joel Klein and his leadership team have recast the role of the human resources office to reflect a keen focus on strategic human capital.
Leaders in New York City have similarly reformed the department's human resources office to align with its school improvement efforts. "In the past, HR was kind of an 'add on' department," says Vicki Berstein, deputy executive director of the division of human resources. "We had responsibilities for finance, administration, facilities, safety—HR was one of more than 10 things we were responsible for." Since 2003, however, Chancellor Joel Klein and his leadership team have recast the role of the human resources office to reflect a keen focus on strategic human capital.
Over
the past four years, the office has worked to shift from a transactional entity
focused primarily on filling vacancies to a "quality broker" that
works with schools to find the best person for a specific job, whether a
teacher or a principal. "For a long time, the focus had been on hiring and
placing teachers ourselves," says Berstein. "We wanted to focus
instead on serving the school. So we've had to change our systems to help us do
a better job of matching candidates with schools." New York started by
re-staffing the central recruitment office with recruiters who had teaching
experience rather than a civil service background.
The
HR office also established a new placement process to allow principals more
authority over who works in their school. Instead of reviewing applications
only for basic eligibility, HR staff now screen each new teacher applicant
according to a common rubric that was developed based on input from principals
across the city.
"We
make sure candidates have all the proper credentials so that principals aren't
wasting their time interviewing people who they can't actually hire," says
Peter Ianniello, director of recruitment and selection. "But we are also
more selective about the teachers we are bringing in and recommending to our
schools." Each candidate who passes the initial screening is placed in a
pool that is made available to school leaders online. Based on candidates'
strengths and interests, principals can schedule interviews only with those
applicants who they believe would be good matches for their schools.
NYCDOE's
human resources office is also analyzing data about new recruits to help
improve the department's future recruitment and selection strategies. HR staff
have begun surveying new teachers and principals about which elements of the
hiring and placement process work for them and which need to be improved. HR is
also collecting information about new teachers—from how they came to the DOE
and were placed, to their college GPA and matching this information with the
teachers' impact on student learning to gain insight about the characteristics
of recruits who are most effective in the classroom. In the future, this
information will allow the HR office to more strategically target recruitment
efforts and refine screening and selection to help ensure that all schools are
staffed by the highest-quality teachers.........
New York City Department
of Education
In New York City's early stages of reform, many department-wide initiatives—such as required curricula in reading, writing and math and school-based parent coordinators—were designed to stabilize and bring coherence to a fragmented system. But with the evolution of the department's reform efforts, Chancellor Joel Klein has now deliberately transferred authority from a central bureaucracy to the school level. New structures within the department, innovative support systems and contract relationships with individual schools are all designed to support the department's vision of empowerment and accountability.
In New York City's early stages of reform, many department-wide initiatives—such as required curricula in reading, writing and math and school-based parent coordinators—were designed to stabilize and bring coherence to a fragmented system. But with the evolution of the department's reform efforts, Chancellor Joel Klein has now deliberately transferred authority from a central bureaucracy to the school level. New structures within the department, innovative support systems and contract relationships with individual schools are all designed to support the department's vision of empowerment and accountability.
"Our goal has been to
move from a system that had been very centrally managed to a system that is
built on a backbone of accountability," says Klein. Between 2003 and 2006,
10 regional centers supported schools across the city, helping to unify the
system of more than 1,400 schools. In 2007, these regions gave way to a network
of school support organizations and service centers, nimble organizations that
provide schools with many of the same services and supports that had previously
come from the central bureaucracy.
School support organizations
across the city now compete to offer schools help with instruction, educational
programming, scheduling of the day and year, and professional development.
Business service centers offer schools assistance with operational issues such
as payroll, vendor contracts, facilities issues and budgeting. "Principals
can look around at different systems and purchase the one they want,"
explains Lawrence Pendergast, a high school principal. "The district
literally gives us money and says, 'you pick out the support that you think
will work best for your school.' That's real honest empowerment for a
principal."
NYCDOE's leaders have
taken empowerment one step further through new performance contracts with
principals across the city. The contracts spell out specific performance
goals—for academic progress, student behavior, and financial health—that
schools must meet each year. Those that have consistently low student
achievement over time may face leadership changes or closure. In return for
this accountability, principals can exercise greater autonomy over
instructional methods, assessments, professional development, the school day
and the budget.
New York's new
organizational structure—together with a dynamic support system and greater
autonomy at the school level—combine to create an environment that allows
effective leaders to do what is necessary to achieve the next level of dramatic
improvement in student achievement."
*******
Below is my previous article, with the links to Dr. Ianniello's YouTube videos which were suddenly removed from public view:FACES: Peter Ianniello, NYC DOE Executive Director, Human Resources
Dr. Ianniello likes being on YouTube.
www.youtube.com/watch?v=Od2EdY
www.youtube.com/watch?v=i2
www.youtube.com/watch?v=T44eaQ
www.youtube.com/watch?v=h5
www.youtube.com/watch?v=Wh
www.youtube.com/watch?v=5DtHBC
| NYC DOE Peter Ianniello | |
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| Education |
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| Peter Ianniello
eSchool Solutions | Peter Ianniello - NYC Department of Education | SFE Client Testimonial
Published on Sep 20, 2012
Peter Ianniello from the NYC Department of Education discusses how the features of SmartFindExpress has helped to mandate their special education paraprofessionals. Learn more about eSchool Solutions teacher absence management programs by visiting our website http://www.eschoolsolutions.com/.
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In 2007, Dr. Ianniello was cited for a violation of the Conflicts of Interest Board rules.
Executive Director, Human Resources at NYC Department of Education
Executive Director, Human Resources at NYC Department of Education
ExperienceExecutive Director, Human ResourcesNYC Department of Education– Present (17 years 1 month) | |
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| NYCAPS-at-DOE |
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