It is not known to what extent the pre-employment teacher selection instrument scores used by a Tennessee school district correlate to teachers' post-employment quality after their first year of service. Two research questions guided the study on the Correlation Between a Teacher Selection Instrument and Teacher Quality in Tennessee: (1) To what degree does a relationship exist between new teachers' pre-employment quality measured by the Crown Global Consulting Teacher Selection Interview (TSI) scores and their post-employment quality measured by the Tennessee Educator Acceleration Model (TEAM) evaluation rubric scores? and (2) To what degree does a relationship exist between new teachers' pre-employment quality measured by Crown TSI and their post-employment quality measured by the Tennessee Value-Added Assessment System (TVAAS) teacher effect scores? The theoretical foundation was similarity-attraction theory, which suggests employers hire candidates who share their values, beliefs, and attributes. Archived data for 50 teachers were collected for this quantitative correlational study. A two-tailed Pearson r test was used to calculate the correlation coefficients of the variables at a 0.05 significance level. For research question one, the null hypothesis was rejected because teachers who scored higher on the Crown TSI scored higher on the TEAM evaluation. For research question two, the null hypothesis was accepted because teachers who scored higher on the Crown TSI did not score higher on the TVAAS. The results of this study indicate that the Crown TSI is not strongly related to post-employment teacher quality as measured by TEAM and TVAAS. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]