Submit the completed Teacher Reference Check form to the HR department via email at hr@daviddouglasschool.org, fax number (555) 123-4567, or submit it through the online submission form on the David Douglas School District website. You can also mail the form to HR Department, David Douglas School District, 1500 SE 130th Ave, Portland, OR 97233. Ensure to keep a copy for your records. For further inquiries, contact HR at (555) 123-4568. It is advisable to follow up to confirm receipt of the form and check if any additional information is needed.

Ensure to complete and submit the Teacher Reference Check form by the end of the hiring season in 2024 or 2025 to align with your institution's recruitment schedule.

The purpose of this Teacher Reference Check form is to provide a structured and comprehensive method for collecting information about a teaching candidate from their references. It is designed to facilitate the pre-employment evaluation process by gathering detailed insights into the candidate's professional abilities, instructional skills, classroom management, and overall suitability for the teaching position they applied for. The form helps HR professionals and school administrators make informed hiring decisions, ensuring the best candidates are selected based on reliable feedback. Furthermore, it aids in planning support strategies for the newly hired teachers by highlighting areas where they may need additional support or training.

• 1. Applicant: The name and details of the job applicant.
• 2. Name of Reference: The name of the person providing the reference.
• 3. Position: The current position or job title of the reference provider.
• 4. Role of Reference: The role and relationship of the reference provider to the applicant (e.g., supervisor, colleague).
• 5. Date of Call: The date when the reference call took place.
• 6. Questions: A series of questions designed to evaluate the candidate's teaching abilities, instructional skills, and professional relationships.
• 7. Rating Scales: Scales to rate the candidate on various attributes such as flexibility, stress management, and overall quality of work.
• 8. Comments Section: Space for the reference provider to add any additional comments or insights about the candidate.
• 9. Performance Concerns: Field to indicate if there were any performance concerns and provide explanations if necessary.
• 10. Child Abuse or Sexual Conduct Concerns: Field to note if the candidate was ever a subject of a substantiated report of child abuse or sexual conduct, along with details.
• 11. Rehire Recommendation: Field to state whether the reference provider would rehire the candidate without reservation.
• 12. Support Advice: Field for the reference provider to give advice on supporting the candidate's success.
• 13. Additional Comments: Field to add any final remarks or observations about the candidate.
• 14. Completed By: The name of the person who completed the form.
• 15. Date: The date the form was completed.

If you fail to submit this form, the candidate's pre-employment evaluation may be delayed or incomplete. This can impact the hiring process and potentially affect the candidate's job opportunity.

• Hiring Process Delays: The hiring process may be delayed due to incomplete information.
• Incomplete Evaluation: The candidate's evaluation may lack important insights from references.
• Impact on Candidate's Opportunity: The candidate might miss out on the job opportunity if the evaluation isn't completed on time.

• 1. Pre-employment Evaluation: Used to evaluate top teaching candidates before final hiring decisions.
• 2. Reference Feedback: Essential for collecting feedback from references provided by the candidate.
• 3. HR Records: Maintains detailed records of reference checks for HR purposes.
• 4. Candidate Comparison: Helps compare the suitability of different candidates based on reference feedback.
• 5. Support Planning: Provides insights on how to support the candidate if hired.