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Currently there have been unclear expectations of what an ideal applicant looks like, what competencies should an ideal Fellowship applicant embody to apply to DF? 

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Currently there have been unclear expectations of what an ideal applicant looks like, what competencies should an ideal Fellowship applicant embody to apply to DF? 

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DCPS has a modified application process that typically is decided after the Fellowship application has launched, what needs to be true to ensure the process is equitable and aligned to our traditional fellowship app process? 

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DCPS has a modified application process that typically is decided after the Fellowship application has launched, what needs to be true to ensure the process is equitable and aligned to our traditional fellowship app process? 

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How much is too much? For our DF interview process', we currently have a formal application, SparkHire Screen, and Final Interview. Is anything missing? If so, what should we add and why? 

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How much is too much? For our DF interview process', we currently have a formal application, SparkHire Screen, and Final Interview. Is anything missing? If so, what should we add and why? 

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What makes the most sense for a DF approval process? 

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What makes the most sense for a DF approval process? 

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What should we be more mindful of, when launching our Design Fellowship Recruitment + Selection process this fall? 

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What should we be more mindful of, when launching our Design Fellowship Recruitment + Selection process this fall? 

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we should articulate the kinds of challenges and problems that we encourage teams to bring to Fellowship - this should come from organizational ToC and priorities - APP

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we should be clear about the significant challenges of starting new schools and organization -APP

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should we introduce the category of "projects" or "campaigns"? -APP

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the end goal should drive what we select for. That said, we should think about what the ecosystem is demanding solutions for (sped, SEL, instruction) and build in space for that focus

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the end goal should drive what we select for. That said, we should think about what the ecosystem is demanding solutions for (sped, SEL, instruction) and build in space for that focus

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This is probably not what you were looking for because its not a concrete competency, but we should be doing some backwards planning, analyzing where we want Fellows to end vs. where we want Residents to start. That will help solidify the competencies that should exist across programs and the competencies that should be unique to each stage 

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This is probably not what you were looking for because its not a concrete competency, but we should be doing some backwards planning, analyzing where we want Fellows to end vs. where we want Residents to start. That will help solidify the competencies that should exist across programs and the competencies that should be unique to each stage 

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set clear requirements that teams focus on DC challenges and team leads live in the DC area --APP

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should we enlist program alumni in the screening process? --APP

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What, if anything, do we do for people who don't get in? How do we make decisions of who should a) apply again in the future, b) we hold a spot for them, c) apply to something else, d) we send other resources? -AC

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the rubric we have is good... but we should keep refining it. maybe just a 1-3 scale? and get more fine-grained in the differences b/w the top ratings. we never really use the bottom numbers --APP

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?is the sparkhire interview helpful? -APP

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this was challenging this year with the "grandfathering" in from other application processes... --APP

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we should profile 2-3 teams and describe their projects and learning to make it clear what teams will work on -APP

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I would suggest asking ourselves some more granular questions to get at this, like: 1) Is it finding equity between the DCPS candidates and non-DCPS candidates? 2) Finding equity among the DCPS candidates? 3) What is the inequity we are trying to root out? -AC

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we need to spend some time this summer building really clear selection criteria for each stage, including DF. With that criteria, we need a few profiles to guide us and a rubric. 

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we need to spend some time this summer building really clear selection criteria for each stage, including DF. With that criteria, we need a few profiles to guide us and a rubric. 

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Checking for bandwidth. Really checking to see if they have the full time to participate and do the pilot etc.

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We need to have a meeting with DCPS WAYYY before the cycle begins.

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We need to have a meeting with DCPS WAYYY before the cycle begins.

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In this meeting we share our org goals, our selection goals, and our criteria. We can get their feedback too and then finalize. Either way, I think we need to have partner meetings well before the process begins.

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I think just getting DCPS dates much further in advance and doing outreach earlier. It will get easier this year. And we can ask to get in front of DCPS school leaders when appropriate. -APP

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When we have a rubric, we need to be sharing that with the DCPS partners who do the recruiting so we're all clear on the same criteria about who will be successful or a good fit for this program 

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When we have a rubric, we need to be sharing that with the DCPS partners who do the recruiting so we're all clear on the same criteria about who will be successful or a good fit for this program 

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Talking to DCPS way before launch to let them know the what type of applicants we are looking for. Also, this sounds simple BUT applicants actually want to participate in the fellowship for the reasons stated in the application, not just for a leadership track.

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we likely should do more on the front end to build in more info / collateral tools (some ideas in comments)

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we likely should do more on the front end to build in more info / collateral tools (some ideas in comments)

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application toolkit / FAQs with examples to help people figure out what program is right for them.
-application webinar / coaching sign up time (doing this again)
-eligibility quiz at beginning
-having an on-going editable FAQ gdoc that we can share on our website that we can be constantly adding question to as we get them from candidates.
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Given how many times I have seen that "people need to really have time to do the fellowship" a robust process weeds out people who aren't really committed. That said, I think the goal should always be for the process to ensure that the selectors gather the most useful information at each stage. If the first two steps, for example, do not weed people out then the process or our tools need to be modified or changed.

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I think we should structure the written application more. Like when we develop a new ToC tool, see if part of the application can be construction of a very simple ToC. That would give us huge insight into how they have worked on solving the problem and what their approach is. --APP

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If they've done Design Studio or Design Sprint, we should bring in their work to understand their launching point and previous learnings. -APP

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I think a newly recorded webinar might be helpful too--to clarify what we are looking for and why we do the process how we do it. That might also help for each app cycle.

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do we put the program dates on the application? I can't remember. 

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do we put the program dates on the application? I can't remember. 

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A DS alum, applies to fellowship and did not complete their Next Steps plan, how do we determine whether or nott the applicant

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not using JazzHR in the future - we need a new platform

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not using JazzHR in the future - we need a new platform

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Presenting at the a School Leader Academy.

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Presenting at the a School Leader Academy.

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we did this for Design Sprint and while it only got us 4 schools (18 participants) it was a great opportunity to connect with DCPS leader writ-large.

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need to get more clear on their project / idea.... maybe a template like Andrew was referring to up top but also some work on their problem / solution.

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need to get more clear on their project / idea.... maybe a template like Andrew was referring to up top but also some work on their problem / solution.

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i don't know if this is always going to be super clear about who should be in Residency vs Fellowship. but the out-of-sync application cycles is what made it hard. i think that if folks don't make the cut for an early Residency spot, then say no but ask directly if they would like to be considered in the upcoming Fellowship application cycle (and give them clear dates) --APP

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what is the role of a director vs. AD in these processes? What is Rena's role? Let's spell this out.

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what is the role of a director vs. AD in these processes? What is Rena's role? Let's spell this out.

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I think the director should approve the final decisions on DF. I think that the AD is responsible for stewarding the process and making recommendations (similar to how it was done in this last round)

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who owns and drives the DCPS relationship and strategy? How can we make this more seamless?

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who owns and drives the DCPS relationship and strategy? How can we make this more seamless?

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is our interview process as equitable as we would like it? Should we open up to more blind reviews? Or bring in more diverse eyes to our applicant pools (I.e. alums, stakeholders, etc)?

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is our interview process as equitable as we would like it? Should we open up to more blind reviews? Or bring in more diverse eyes to our applicant pools (I.e. alums, stakeholders, etc)?

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+1 —its highlighting that we dont quite know how to apply the solutions criteria when the leadership criteria is strong

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+1 —its highlighting that we dont quite know how to apply the solutions criteria when the leadership criteria is strong

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How does that impact our other stages, especially when thikning about how it will efffect our more junior stages?

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Soluti

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we need to align our selection criteria to our questions and rubrics for each step of the search

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we need to align our selection criteria to our questions and rubrics for each step of the search