TExES 268 Human Resource Management 2 — Questions and Answers
Question 1: A principal is developing a plan to retain high-performing teachers. Which strategy is MOST likely to improve long-term retention?
- Increasing base salary for all staff regardless of performance
- Creating differentiated career pathways and leadership opportunities for effective teachers (Correct answer)
- Reducing administrative duties for all teachers equally
- Offering one-time bonuses during contract renewal periods
Correct answer: Creating differentiated career pathways and leadership opportunities for effective teachers
Differentiated career pathways give effective teachers opportunities for growth and leadership, which addresses intrinsic motivators and supports long-term retention.
Question 2: During a staff meeting, a teacher union representative raises concerns about a new evaluation process. What is the principal's BEST first step?
- Inform the representative that the process was approved by district administration
- Suspend implementation until all teachers agree with the process
- Acknowledge the concerns and schedule a meeting to review the process collaboratively (Correct answer)
- Direct the representative to file a formal grievance if they disagree
Correct answer: Acknowledge the concerns and schedule a meeting to review the process collaboratively
Acknowledging concerns and engaging collaboratively with union representatives demonstrates respect for shared governance and can lead to effective resolution.
Question 3: A tenured teacher's classroom performance has declined significantly. Which sequence of steps should the principal follow?
- Document performance issues, notify HR, and begin termination proceedings
- Provide verbal warning, document concerns, offer a structured improvement plan, then re-evaluate (Correct answer)
- Transfer the teacher to a different grade level to address the problem
- Allow the performance issue to resolve naturally without formal intervention
Correct answer: Provide verbal warning, document concerns, offer a structured improvement plan, then re-evaluate
Due process for tenured teachers requires progressive steps including documentation, formal notice, and a structured opportunity to improve before further action.
Question 4: A new assistant principal asks how to support a first-year teacher who is overwhelmed. What is the MOST effective HR-aligned response?
- Assign a peer mentor and schedule regular check-in conferences to monitor progress (Correct answer)
- Reduce the first-year teacher's class load until they gain confidence
- Observe the teacher daily and provide corrective feedback after each lesson
- Refer the teacher to HR for a formal assistance plan immediately
Correct answer: Assign a peer mentor and schedule regular check-in conferences to monitor progress
Mentoring paired with regular check-ins provides the structured support and relationship-building that is most effective for new teacher development.
Question 5: A principal is filling a science vacancy and has two finalists: one highly qualified with weak interpersonal skills and one adequately qualified with strong collaboration skills. What factor should guide the final decision?
- Subject-matter qualifications alone, because instructional competence is paramount
- Campus-specific needs, culture fit, and overall candidate profile rather than a single factor (Correct answer)
- The candidate recommended by the department chair regardless of the principal's assessment
- Seniority in the district, as experienced candidates are always preferable
Correct answer: Campus-specific needs, culture fit, and overall candidate profile rather than a single factor
Hiring decisions should be holistic, weighing instructional competency, campus culture, and team dynamics together rather than prioritizing any single factor.
Question 6: Which federal law MOST directly governs the process for documenting and addressing teacher misconduct in public schools?
- Title IX of the Education Amendments of 1972
- The Family and Medical Leave Act (FMLA)
- State employment law and district board policy derived from due process protections under the 14th Amendment (Correct answer)
- The Individuals with Disabilities Education Act (IDEA)
Correct answer: State employment law and district board policy derived from due process protections under the 14th Amendment
Teacher disciplinary processes in public schools are governed by state employment law and district policy rooted in 14th Amendment due process protections.
Question 7: A principal notices that most staff members hired in the past three years are from the same demographic background. What should the principal do?
- Continue current hiring practices because they have produced qualified staff
- Review and diversify recruitment strategies to attract a broader candidate pool (Correct answer)
- Ask the district HR office to handle all future hiring without principal input
- Limit hiring to referrals from current staff to maintain campus culture
Correct answer: Review and diversify recruitment strategies to attract a broader candidate pool
Principals should proactively diversify recruitment to build an inclusive staff that reflects the community and models equity for students.
TExES 268 Human Resource Management 2
A principal is developing a plan to retain high-performing teachers.
Which strategy is MOST likely to improve long-term retention?