Advancement · School Operations

The same questions,
so the answers compare.

Log each reference call against the same six job-related areas, a specific example, an area to grow, rehire and the student-safety question. The organizer flags what needs a second look and compares candidates across all their references.

Log a reference callWhat you get
$12one-time · every device you sign in on
Buy · $12

Included with Caveat Classroom and Whole-school licenses. Or get it in the School operations toolkit, $49 for 32 items.

Reference calls

The worked example holds three made-up calls for two Grade 3 teacher candidates. Candidates are listed by code; calls stay in this browser.

Loading the reference form. If nothing appears, turn on JavaScript.

What you get

Advancement · School Operations$12 · included with Classroom and Whole-school licenses

What you finish with
A page per reference call with candidate code, position, who the reference is, years together, consent and date; six areas rated Concern, Mixed, Strong or Exceptional; a specific example and an area to grow in their words; rehire and the student-safety question; a four-point verification and fairness check; flags for missing consent, safety concerns or a declined answer, a no on rehire and any concern rating; each candidate’s number of calls and average.
Who it is for
Principals, assistant principals, HR staff and hiring committees at schools and districts.
Format
Browser organizer with any number of saved calls. Prints one call, all calls or a blank form for the phone; downloads a spreadsheet (.csv); exports and imports a file.
Access
$12 one-time, yours on every device you sign in on; the tool opens once you are signed in with it. Included with Caveat Classroom and Whole-school licenses. Also in the School operations toolkit ($49) and the Advancement Suite pass ($99), and 1 more bundle. Everything you type stays in this browser; nothing is sent to Caveat.
Where it lives
The School Operations space in Caveat Advancement.
Support
Questions about access, an order or a correction: team@caveatacademic.com.

How to use it

  1. Confirm the candidate’s consent or signed release before calling.
  2. Use a candidate code and log who the reference is and how long they worked together.
  3. Ask the same questions every call and rate what you heard in six areas.
  4. Write a specific example and an area to grow in their words; ask about rehire and student safety.
  5. Confirm dates and title, check the call stayed on the job, and compare candidates in the side panel.

Log a reference call

Fair, comparable and safe

Ask about the job, every timeAsk every referenceTell me about a lesson ortask of theirs you rememberHow did they handle ahard conversation with a familyWhat would you want theirnext boss to knowWould you hire them againNever askHow old are theyDo they have children,or plan toHave they been sick muchWhat church do they go toAsk about the job, every timeAsk every referenceTell me about a lesson or task of theirs…How did they handle a hard conversation…What would you want their next boss to knowWould you hire them againNever askHow old are theyDo they have children, or plan toHave they been sick muchWhat church do they go to
Questions about protected traits can be evidence of discrimination even when the answer is never used. The same job-related questions for every reference are also what make candidates comparable.

Student safety

Federal law bars school employees and agencies that receive federal education funds from helping a person get a new job if they know, or have probable cause to believe, the person sexually abused a student. Ask every reference about concerns with students, and treat a refusal to answer as a reason to ask further.

Background checks are separate

A reference call is not a background check. If you use a company to run one, the Fair Credit Reporting Act requires written notice and the candidate’s permission, and notice before you act on what it finds. State law sets which checks schools must run.

Sources

  1. U.S. Equal Employment Opportunity Commission. Prohibited Employment Policies/Practices and Pre-Employment Inquiries (eeoc.gov).
  2. Every Student Succeeds Act, Section 8546 (20 U.S.C. 7926): prohibition on aiding or abetting sexual abuse.
  3. Federal Trade Commission. Using Consumer Reports: What Employers Need to Know (ftc.gov).
  4. U.S. Office of Personnel Management. Structured Interviews: A Practical Guide (opm.gov): same questions and rating anchors for every candidate.

The worked example is made up. This organizer supports a fair process; it is not legal advice. Your district’s hiring policy and state law govern which checks are required. Calls stay on this device until you print or export them. Support: team@caveatacademic.com.