Ed.D. in Curriculum and Instruction(2001)
Nationally Board Certified (since 1998) - Early Childhood Generalist from the National Board for Professional Teaching Standards (NBPTS)
Dr. Haberman's work gets to the heart of what we need in every classroom; teachers that have deep content knowledge and the ability to relate to their students. Star teachers know their students and help guide their students to a brighter future. I have observed in hundreds of classrooms over the past twenty years and the key difference I see between effective teachers and innefective teachers is effective teachers have the abilty to connect with their kids. The Star Teacher interview is a research-based tool to identify teachers that have the ability to connect with students.
, Director of Schools
Clarksville-Montgomery County School System
A graduate of Middle Tennessee State University, Mr. Harris served twenty-one years as a teacher, principal and assistant director in Williamson County Schools, Franklin, Tennessee. He was Superintendent of the Sioux Center Community Schools in Sioux Center, Iowa, and Associate Superintendent for Human Resources in Guilford County Schools, Greensboro, North Carolina,and August 2006 became the Director of Schools in CMCSS. During his tenure in Clarksville, the school district’s graduation rate has improved from 76% to 91%. The dropout rate has been reduced 73% in three years. Measures of achievement have steadily risen in several areas and the achievement gap has significantly closed in literacy. Five new schools were opened on time and under budget. A new Middle College High School on the campus of Austin Peay State University and a new STEM academy have been created as places for high school students to personalize their learning. “Key to our success in CMCSS and in Guilford County is quality selection. We have used Dr. Haberman’s research and instruments as part of our school improvement efforts, especially in studying potential school leaders here in Clarksville. The results have been higher quality educational professionals and better student results.”
Alan Hooker B.A. and M.A.
North Carolina A&T State University
Educator, Motivator, Entrepreneur, Alan has served the field of Education for more than 25 years in various capacities from teacher, college administrator to human resource professional. Currently he serves as the Executive Director of Veritas Sports Academy, an educational concierge organization that assist high school and college athletes who fail short on the meeting the requirements to pursue higher education. His work at VSA includes developing programs that will foster success from the field of play to the classroom, boardroom and workplace. He also identifies and provide training to educational leaders to carry out the Academy's mission. Alan is also the former Director of Employment for the third largest school district in the state of North Carolina where he spent 8 years recruiting and hiring the best teachers nationwide and abroad to achieve “zero” vacancies for the first day of school.
Alan is also the president of Alan Hooker Consultants where he crafts presentations, coaching sessions and training seminars that are guaranteed to strengthen and intensify performance in life, family and work. He is also a certified trainer for the Haberman Foundation, where he utilizes these skills and experiences to help fellow educators identify star teachers and administrators. He is very well versed in the Haberman research and trains school leaders to conduct the Haberman protocols.
Beverly E. Cross
School Leadership University of Memphis
Why a major reform effort? The greatest and most important gift we can give to our children, our schools, our cities, and our Nation is great teachers. In fact, it is not only a gift, but it is what the children and youth of America deserve. With a focus on exactly that, the selection of transformative teachers and principals for urban schools, the Haberman Selection procedure is an exacting major reform strategy. It is both innovative and research proven to strengthen, stabilize, and innovate the selection of education professionals. There is no reform without dedicated, incisive attention in this manner.
Gus Jacob PH.D
University of Missouri
Selection of personnel is clearly one of the most important decisions school administrators make. If I have good teachers, I have high and improving student achievement. If I have good principals, I have good schools. Selecting the right people, that have the right values, gives the school leader the opportunity to implement professional development that will have an impact. We have to have teachers and administrators who have the right values, then the assistance/training that they experience will result in real growth.
Innovative tools such as the Haberman Star Teacher and Principal interviews, backed by 50+ years of research as to what makes a star in the classroom, or in the principal’s position is incredibly valuable to the success of those charge with selecting those who will shape America' future.
Principal - Florida College Academy
Adjunct Professor – College of Education – Florida College
Consultant -trainer with the school administrators for the School District of Hillsborough County
Consultant – Anchin Center – USF
I have trained school administrators since 2001. During that time, I have witnessed principals who have carefully used the Haberman model for interviewing. I frequently inquire on how the teachers who have been hired using the Haberman approach are doing. Without exception I am told, “When I use the interview model, I only hire STARS. When I stray, I pay for it”.
I recently, was conducting a principal interview in a school that had experienced serious challenges and very little success. We were seeking to find out the “Best Practices” for the obvious change in overall student achievement, student attendance and the drastic decrease in student referrals. The principal smiled and pulled out her Haberman interview notebook. Her explanation had to do with hiring the right teachers which changed the mindset and culture of her faculty. She stated, I use the Haberman interview model and have only hired STARS by following it.
I use the Habeman model when interviewing and it works every time.
It is one of the greatest tools a principal can use to bring about change and decrease costly mistakes.