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Behavioral Events Interview

The document outlines the procedures for conducting interviews, focusing on Behavioral Event Interviewing (BEI), Non-Classroom Observable Indicators (NCOI), and the STAR method for assessing applicants. It emphasizes the importance of validating applicants' responses and evaluating their competencies through structured questions and scoring methods. The interview process aims to gather comprehensive information about candidates to assess their potential and fit for the role.

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256 views11 pages

Behavioral Events Interview

The document outlines the procedures for conducting interviews, focusing on Behavioral Event Interviewing (BEI), Non-Classroom Observable Indicators (NCOI), and the STAR method for assessing applicants. It emphasizes the importance of validating applicants' responses and evaluating their competencies through structured questions and scoring methods. The interview process aims to gather comprehensive information about candidates to assess their potential and fit for the role.

Uploaded by

rozen
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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De pe d Order

Based on s.2024
No.20,

INTERVIEW
JAYNE M. MANUEL - GARCIA, EdD, CSEE
Chief- Curriculum Implementation Division
Presenter
BEI
NCOI
STAR
BEI
 Refers to the conduct of direct inquiry
with the applicants, focusing on their
display of desired behavior/s when
subjected to specific situations of
conditions in their previous and or
current work place.
NCOI

Non-classroom observable
indicators (NCOI) are indicators of
teacher performance that are not
directly observed in the classroom.
STAR

Candidates are encouraged to use
the STAR method when answering
questions: Situation (describe the
context), Task (explain the specific
challenge), Action (detail the steps
taken), and Result (describe the
positive outcome achieved).
i. The conduct of the interview shall follow
the procedures and protocols indicated
in the in the RSPI Handbook Vol. 1, with
the interviewers crafting their set of
interview questions.
ii. The interview shall be used to validate the
applicants’ responses in the PAF to further
assess the demonstration of the NCOIs. It
may also be used to collect complete and
detailed information about the applicant and
verify their credentials. The applicants’
potential, characteristics or traits, and
fitness shall be assessed through the
interview.
iii. The interviewers shall use the STAR
(Situation-Task-Action-Results) approach to
validate whether the key behaviours that are
linked to the required competencies have
been exhibited by the applicant. The STAR
approach draws focus on actual Situations in
which the applicant acted; the Tasks that the
applicant faced; the Actions that the applicant
took; and the Results of those actions.
BEI
BEI
 BEI Score = Total Rating X5
Highest Possible Total Rating
 Total Rating = Sum of final rating obtained by
the applicant as reflected in the Inter-
Assessor Agreement Form for BEI
 Highest Possible Tool Rating = 12
 Illustrative example:
BEI score = 11/12 x 5 = 4.584 points
Thank
you!

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