✍ Scribed by I. Phillip Young; Gregory Joseph
No coin nor oath required. For personal study only.
Most public school districts use a multiple hurdle process to select teachers (Young & McMurray, 1986;Young & Schmidt, 1988). The initial hurdle consists of evaluating teacher candidates on the basis of paper credentials submitted by applicants. Favorable evaluations at this stage determine which candidates receive further consideration within the selection process, and which candidates are eliminated.
Evaluations made by administrators at the credential screening stage have been found to be biased by chronological age of teacher candidates. Older candidates have been found to fare less well than younger candidates. Because older candidates (over 40 years of age) are afforded legislative protection by the Age Discrimination in Employment Act (ADEA), this finding has important legal, policy, and practical implications.
To exercise their rights afforded by the ADEA, older individuals must show only prima facie evidence of age discrimination either by the doctrine of disparate treatment or disparate impact. The former pertains to the intentions of the employer, while the later pertains to the actions of the employer.
Research addressing the intentions and actions of public school administrators suggests that older individuals are, in fact, discriminated against on the basis of chronological age. To expand current knowledge about age discrimination by public school administrators is the purpose of this study. More specifically, chronological age of teacher candidates, skill obsolescence of teacher candidates, quality of candidate information, and focal position ate manipulated, and evaluations of principals are assessed in a true experimental design.
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