Fit To Be Hired

By Rhee Gold 

Whether in the studio or behind a desk, your employees reflect your values.

Recently I asked a school owner and Goldrush reader what she’d like to see more of in our pages. She fired back a volley of questions about two important topics: hiring office staff and conducting teacher evaluations. Read on to learn more about the qualities to look for in front-desk personnel, the pros and cons of hiring students’ parents as office employees, and how to structure and implement teacher evaluations.

What qualities are important in office or front-desk employees?

They must be professional, friendly, and unflappable. They must be able to deal with late accounts in a non-intimidating way and handle the pressure of crunch times like recitals and competitions. And of course they should enjoy being around children! Ideally you should look for someone who won’t engage in gossip but who listens to the pulse of the waiting room and what’s on the clients’ minds in an effort to keep you (the owner) informed. Other pluses are knowledge of the school’s history, an understanding of the benefits of dance, and the ability to sell your school and its programs to potential clients. These employees must be committed to supporting and enforcing all school policies.

What are the pros and cons of hiring students’ parents as office employees?

Parents may be blessings at first, since they are committed to the school and have an interest in its success. Often, though, as time goes by the situation becomes uncomfortable because the parents have trouble separating their jobs from what they want for their children. Teacher/owners have to make decisions on sensitive issues like class placement and solos, and in doing so they must treat the employees’ children like all the other students; however, often they feel a sense of obligation to the employee that interferes with their objectivity. These situations can compromise an employer’s integrity since they result in a conflict of interest of sorts.

Also, as employees, parents can face a difficult ethical dilemma because of the inside knowledge they have about the school. Will they be tempted to tell other studio parents (often their friends) about decisions that were made or confidential issues that were discussed? Will those friends take advantage of the employees by asking them for the inside scoop?

Although I prefer to avoid hiring students’ parents as employees, there are exceptions to every rule. Sherry Gold Dance Studios has had a couple of great parents as employees through the years. But the best type of parent for the job is one whose child, a former student, has now grown up and moved on. These parents know your history, and they are passionate about what you do because they lived it. There is no conflict of interest because their kids are no longer involved with the school. And they are respected by the clients, who understand that because of their long history with the school these employees know what they are talking about. Another good option might be parents of recreational students who don’t have the same concerns about class placement and so on because their children are dancing for the fun of it. But bear in mind that those students could become more interested in dance and move to a more intensive level of training—and that nonexistent conflict of interest can suddenly become very real.

Do you recommend using a teacher evaluation form? How frequently should I observe their classes?

Though I never used an employee evaluation form myself, I love the concept. I’d suggest observing classes about four times a year: in October, once you’ve given the students and teachers a chance to settle in; in January, a good time to make suggestions to the teachers so that they start the new year off on the right foot; in March, so you can see where the class is with its recital choreography and how the teacher is handling the process; and in May, so that you have the chance to observe all the kids before the show, which is good for morale and lets you evaluate where this class ended up. In general, you’re considering whether you’re satisfied with what you see or whether some things should be handled differently next season.

On which specific qualities would you rate the teachers?

Start by going into the class with an evaluation form, with a huge smile on your face, and observing. Make notes on everything from the teacher’s appearance to how she handles the warm-up, deals with disruptive students, and explains the material. What is the atmosphere of the classroom like—are the kids enthusiastic or do they seem bored? Are the students being challenged appropriately? Given constructive criticism? Are the teacher’s expectations for behavior made clear?

Should evaluations be given only at the end of the school year? Should they be verbal or written?

I would discuss my evaluation with the teachers within a week or so of my observation. I’d always start off with the five things I liked the most, then get into the things I might want done differently and offer suggestions for improvement. A final evaluation should come after the recital or at the official close of the season.

This might be an off-the-wall idea, but having a teacher from another school do one of the evaluations might be cool. (You could offer to do the same for them.) Their input would have the advantage of being totally objective. However, since that teacher wouldn’t have your values and goals in mind, it couldn’t be a substitute for your own observations.

Should pay raises be tied to evaluations?

Certainly I would want to keep good teachers by offering them pay increases. But if I wasn’t satisfied with certain teachers, I wouldn’t contemplate giving them a raise—I simply wouldn’t renew their contract. It seems blunt, but I feel strongly that school owners have the responsibility to employ the best teachers possible.