Stages of Selection for Adminission Prospective Educators and Professional Education Personnel

Achmad Luthfi/Postgraduate Student of Islamic Education Management PTK UIN Sunan Gunung Djati Bandung, NIM: 2259100070.

The phenomenon of increasing need for professional educators and the high mobility of education personnel confirms the assumption that objective and measurable selection is the key to improving the quality of education. However, there are still gaps in terms of transparency, instrument validity, and process accountability. This paper aims to comprehensively review the concepts, principles, policies, methods, and selection process.

First: The basic concept of educator and education selection, Selection is a series of systematic activities to select prospective educators and education personnel who best meet the qualifications and competencies of the institution. The basic concept places selection as an integrated part of personnel planning and recruitment, emphasizing the establishment of job standards, indicators of professional behavior, and organizational cultural suitability. The main goal is to ensure the effectiveness of learning, reduce turnover, reduce turnover costs, and maintain public accountability. The selection combines academic, pedagogic, experience, health, and integrity aspects so as to produce technically competent educators as well as according to the institution's values. The determination of criteria must be based on job analysis and involve stakeholders for the relevance of learning objectives and career development.

Second: Basic principles of selection of educators and education personnel, The implementation of selection must be based on fairness, transparency, non-discrimination, and accountability so that every applicant has equal opportunities. The selection instrument must meet validity (measuring what should be measured) and reliability (consistency of results). Selection decisions must be evidence-based, documented, and consider cost and time efficiency. The privacy of applicant data, the ethics of assessment, the use of assessment panels and standard rubrics, and the openness of criteria strengthen the legitimacy of the process. A complaint and appeal mechanism as well as post-selection evaluation are necessary for the improvement of instruments and procedures.

Third: The basis of policies, methods, and basic techniques for the selection of educators and education personnel, The selection policy refers to national regulations and technical guidelines that determine the qualifications, announcement procedures, and governance of the committee. Common methods include administrative screening, written tests, practical exams, psychometrics, structural interviews, and medical examinations. The selection technique was selected based on predictive validity; Instrument incorporation (e.g. objective tests + panel interviews) is often used to improve the accuracy of the results. Question development, cut-off scores, and grading must be set transparently.

Fourth: The process of selection activities for educators and education personnel, Stages include planning, announcement, registration, administrative screening, test implementation, interviews, verification of files and references, decision-making based on rubrics and composite scores, then announcement of results and placement/contract offers. The evaluation of the selection results is input to improve instruments and procedures in the next cycle.

Effective selection integrates concepts, principles, policies, methods, and processes to acquire professional educators. Legal compliance, instrument validity, transparency, appeal mechanisms, and continuous evaluation are key to maintaining the quality and accountability of educational institutions.

This article is extracted from the Teaching Module of the Education Human Resource Management Course Part 5 Teaching Lecturer Prof. Dr. H. A. Rusdiana MM.

https://digilib.uinsgd.ac.id/96098