Make sure both the committee and the candidate are comfortable and as relaxed as possible; pitchers of water and cups are a nice touch. A few moments of preliminary conversation following introductions will help put everyone at ease. Have your questions ready, with a copy for each committee member; provide scratch paper and pens for all concerned. Be consistent with all candidates; the same committee member should ask a given question each time. Any follow-up questions should be noted and asked after the questions on the list have been completed.
Be careful to avoid questions prohibited under the Equal Employment Opportunity Act, such as those about race, gender or nationality. Ask open-ended questions that invite more of an answer than a simple yes or no. Make sure some questions relate to past experience and others require the candidate to explain what she intends to do in future situations.
Ask the candidate to describe her overall philosophy of discipline. What was the most difficult discipline dilemma she ever faced, and how was it handled? How would she handle a student who repeatedly cut class? A disruptive student? Does she feel mitigating factors such as problems at home should play a role in determining consequences, or believe in handling every situation by the book? What does she feel should be the goal of a school's overall discipline policy?
Some questions on other topics can yield insight into a candidate's disciplinary philosophy. How would he handle a student/teacher conflict if the teacher were wrong? How would she create and maintain a positive and nurturing school culture? What does she see as the most important factors in building safety? How would she handle a racial conflict or a student accusing a teacher of preferential treatment?