EMPLOYMENT OF STAFF | Policy Manual | Brevard Co. Public Schools

3120 - EMPLOYMENT OF STAFF

Administrators
1. The Board recognizes that it is vital to the successful operation of the District that administrative positions created by the Board be filled with highly qualified and competent personnel.
2. The Board shall approve the employment, determine the compensation, and establish the term of employment for each administrator employed by the Board. Approval shall be given only to those candidates for employment recommended by the Superintendent. Administrators shall recommend to the Superintendent the best-qualified administrative applicant available.
3. Administrators are individuals who supervise the resources, operations, and management of school(s) and/or department(s) and meet established qualifications.
4. Any administrative staff member's misstatement of fact material to qualifications for employment or the determination of salary shall be considered to constitute grounds for dismissal.
5. A candidate shall be disqualified from employment in any administrative position that requires direct contact with students if the candidate is ineligible for such employment under F.S. 1012.315.
6. A person is ineligible for educator certification or employment in any position that requires direct contact with students if:
  1. they are on the disqualification list maintained by the Florida Department of Education under F.S. 1001.10(4)(b);
  2. they are registered as a sex offender as described in 42 U.S.C. 9858f(c)(1)(C);
  3. they are ineligible based on a security background investigation under F.S. 435.04;
    1. Beginning January 1, 2025, or a later date as determined by the Agency for Health Care Administration, the Agency for Health Care Administration shall determine the eligibility of employees in any position that requires direct contact with students in a District school.
  4. they would be ineligible for an exemption under F.S. 435.07(4)(c); or
  5. they have been convicted or found guilty of, have had adjudication withheld for, or have pled guilty or nolo contendere to (1) any criminal act in another state or under federal law which, if committed in Florida, constitutes a disqualifying offense under F.S. 435.04(2) or (2) any delinquent act committed in Florida or any delinquent or criminal act committed in another state or under Federal law which, if committed in Florida, qualifies an individual for inclusion on the Registered Juvenile Sex Offender List under F.S. 943.0435.
7. To be eligible for employment in an administrative position requiring certification, an individual must be of good moral character and hold a valid certificate issued pursuant to Florida law and the rules of the State Board of Education or a certificate issued by the School Board of Brevard County, Florida. A copy of the certificate shall be filed with the District.
8. In addition, the Board shall allow an individual with a temporary certificate in educational leadership to be eligible for administrative positions for which State certification in educational leadership is required. Pursuant to State law and rules adopted by the State Board of Education, an individual must earn a passing score on the Florida Educational Leadership Examination, document three (3) years of successful experience in an executive management or leadership position, and hold a bachelor's degree or higher from an accredited institution of higher learning to qualify for a temporary certificate in educational leadership. A person who is employed under a temporary certificate in educational leadership must be under the mentorship of a State-certificated school administrator during the term of the temporary certificate.
9. The Superintendent or designee shall also conduct employment history checks of all candidates for administrative positions. The employment history check shall include, but not be limited to, contacting any previous employer and screening the candidate through the use of the screening tools described in State law. If contact with (a) previous employer(s) cannot be made, the Superintendent or designee shall document the efforts made to do so.
10. The Board may establish reciprocal certification agreements with other Florida school districts whose employment and/or certification requirements are comparable to those of the Brevard County School District.
11. The Board shall require a candidate for employment with an out-of-District certificate not comparable to the Brevard County School District certification to complete all requirements for initial employment and certification.
12. F.S. 1012.33 states that "the first ninety-seven (97) days of an initial principal’s or supervisor’s contract is a probationary period. During the probationary period, the employee may be dismissed without cause or may resign from the contractual position without breach of contract." This statement means that individuals who are appointed into their initial administrative positions in the State of Florida will have a ninety-seven (97) day probationary period.
13. All administrators shall become familiar with the policies of the Board and other policies, regulations, memoranda, bulletins, and handbooks that pertain to their duties in the District. Any administrator employed by the Board who shall be guilty of any willful violation of the policies of the Board shall be guilty of gross insubordination and shall be subject to dismissal or other lesser penalty as the Board may prescribe.
14. Members of the administrative staff are required to have listed telephones at their residences. The regulation includes principals and assistant principals. This requirement may be waived by the Superintendent for a period not to exceed six (6) months, subject to review and extension at the end of the six (6) month period if justification for the waiver still exists.
Interim Principals

Interim principals may be appointed provided they have Educational Leadership, Administration, or Administration/Supervision Certification and have at least two (2) consecutive years of successful administrative experience within the past five (5) years. An interim principal may also be an individual with Education Leadership, Administration, or Administration/Supervision Certification and through the District’s selection system was determined by the selection team, Superintendent, and Board to be the best candidate for the position among other applicants. Administrators who are appointed as interim principals have one (1) calendar year to successfully perform required competencies and duties.
Instructional Staff
1. Any person employed in an instructional position requiring certification shall possess a valid certificate issued pursuant to Florida law and shall file the certificate with the District. Certification or license requirements may not be waived on emergency, temporary, or provisional basis.
2. The Board may establish reciprocal certification agreements with other Florida school districts whose certification requirements are comparable to those of the Brevard County School District.
3. For purposes of this policy, instructional staff includes: classroom teachers, librarians/media specialists, guidance counselors, social workers, career specialists, school psychologists, other instructional staff (such as: primary specialists, learning resource specialists, instructional trainers, and adjunct educators), and additional District defined positions including, registered nurses, audiologists, physical/occupational therapists, and speech pathologists.
4. The Superintendent or designee shall also conduct employment history checks of all candidates for instructional staff positions. The employment history check shall include, but not be limited to, contacting any previous employer and screening the candidate through the use of the screening tools described in State law. If contact with (a) previous employer(s) cannot be made, the Superintendent or designee shall document the efforts made to do so.
5. Any instructional staff member’s misstatement of fact material to qualification for employment or the determination of salary shall be considered to constitute grounds for dismissal.
6. A candidate shall be disqualified from employment in any position that requires direct contact with students if the candidate is ineligible for such employment under F.S. 1012.315
7. A person is ineligible for educator certification or employment in any position that requires direct contact with students if:
  1. they are on the disqualification list maintained by the Florida Department of Education under F.S. 1001.10(4)(b);
  2. they are registered as a sex offender as described in 42 U.S.C. 9858f(c)(1)(C);
  3. they are ineligible based on a security background investigation under F.S.435.04;
    1. Beginning January 1, 2025, or a later date as determined by the Agency for Health Care Administration, the Agency for Health Care Administration shall determine the eligibility of employees in any position that requires direct contact with students in a District school.
  4. they would be ineligible for an exemption under F.S. 435.07(4)(c); or
  5. they have been convicted or found guilty of, have had adjudication withheld for, or have pled guilty or nolo contendere to (1) any criminal act in another state or under federal law which, if committed in Florida, constitutes a disqualifying offense under F.S. 435.04(2) or (2) any delinquent act committed in Florida or any delinquent or criminal act committed in another state or under Federal law which, if committed in Florida, qualifies an individual for inclusion on the Registered Juvenile Sex Offender List under F.S. 943.0435.
8. A candidate for employment may be appointed for conditional employment by the Superintendent pending approval by the Board, provided that a complete application and all required employment documents are on file in the Human Resources Department. Employment shall be recommended to the Board no later than thirty (30) days following such conditional employment. If the conditional employee is not approved by the Board, employment will be terminated immediately. The individual will be paid for the time worked at the regular salary rate for the position.
9. The Board shall approve employment, upon recommendation of the Superintendent.
10. Upon Board approval of employment, each instructional staff member shall execute a written contract as required by F.S. 1012.33 and Board Policy 3128 – Contracts: Employees.
11. Qualifications of instructional personnel shall be as required by law and Florida Administrative Code. To be eligible for appointment in any position in the District, a person must be of good moral character; must have attained the age of eighteen (18) years; and must, when required by law, hold a certificate or license issued under rules of the State Board of Education or the Department of Children and Family Services, except when employed pursuant to F.S. 1012.55 or under the emergency provisions of F.S. 1012.24. Previous residence in this State shall not be required in any school of the State as a prerequisite for any person holding a valid Florida certificate or license to serve in an instructional capacity.
  
  Any employee who does not achieve a passing score on any subtest of the general knowledge examination will be provided information regarding the availability of State-level and District-level supports and instruction to assist him/her in achieving a passing score. Such information will include, but is not limited to, State-level test information guides, School District preparation resources, and preparation courses offered by State universities and Florida college system institutions.
Certification of Instructors
1. State Certification
  
  For purposes of this policy, “primary instructor” refers to any instructional employee of a Florida public school district who provides direct support in the learning process by planning, delivering, and evaluating instruction, including through virtual or blended environments, for all students during the entire class period.
  
  Teachers who teach in classes for which FEFP funds are earned shall be certified teachers as defined in F.S. 1012.56 and the Florida State Board of Education Administrative Rule, F.A.C. 6A-1.0503 and 6A-1.0502.
2. In-Field
  1. To be considered “in-field,” a primary instructor must meet one (1) of the following qualifications:
    1. the teacher is assigned to a course covering subject matter for which the teacher holds a certificate per F.S. 1012.55; or
    2. demonstrates sufficient subject matter expertise as determined by F.A.C. 6A-1.0503(2, a-h).
  2. The requirements for in-field and/or out-of-field may be found in AP 3120D - Guidelines for Determining When a Teacher is In-Field and/or Out-of-Field.
3. District Certification
  
  It is the intent of the Board that non-degreed vocational instructional personnel must possess the credentials, knowledge, and/or expertise necessary to provide quality education in the District.
  
  The purpose of District certification is to provide evidence of instructional qualifications in order to protect the interest of students, parents, and the public. The requirements for District certification may be found in AP 3120B - Non-Degreed Full-Time Vocational Instructional Personnel Employment and Certification Procedures.
  
  The Board may revoke a District certificate for cause. The application fee for the District Vocational Certificate shall be the same as a State-issued Educator's Certificate.
  
  The Board may establish a reciprocal certification agreement with other Florida school districts whose certification requirements are comparable to those of the District.
4. Alternative Certification
  
  The alternative certification program is a competency-based program designed to expand the pool of educators to include non-education majors committed to making a positive impact on student achievement.
  
  The requirements for alternative certification may be found in AP 3120C - Alternative Certification Program.
5. Licensed Instructional Personnel
  
  Physical therapists, occupational therapists, speech pathologists, and audiologists will receive contracts, salary, and benefits.
  
  To be eligible for employment, these individuals must hold a valid license issued by the State of Florida.
6. Certification of Adjunct Instructors
  1. The Board requires part-time adjunct teachers to hold a valid professional certificate in the subject area they are teaching.
  2. The Board requires full-time adjunct teachers to have mastery in Subject Area Knowledge pursuant to F.S. 1012.56(5)(a)-(i), in the subject area they are teaching.
  3. An adjunct teaching certificate issued for a full-time teaching position is valid for no more than five (5) years and is non-renewable pursuant to F.S. 1012.57.
  4. Adjunct teachers must also fulfill the requirements of F.S. 1012.56(2)(a)-(f).
  5. Full-time District Adjunct certified educators and employed by the District pursuant to F.S. 1012.57 shall have all the rights and protection of the laws as teachers certified pursuant to F.S. 1012.56.
  6. The eligibility guidelines and requirements for Certification of Adjunct Instructors may be found in AP 3120F.
Noncertificated Instructional Personnel
1. The Superintendent is authorized to select and recommend noncertificated instructional personnel for appointment, pursuant to State Board of Education Rule F.A.C. 6A-1.0502, in a critical teacher shortage area, as identified by the Board.
2. To be eligible for employment under this provision, such individuals must hold a Bachelor’s or higher degree and possess expert skill in or knowledge of a particular subject or talent, but not hold a Florida teaching certificate.
3. Instructional personnel employed under this policy will not be entitled to receive a contract and shall be governed by the criteria found in the AP 3120A - Noncertificated Instructional Personnel Procedures.
Heroes in the Classroom
1. An honorably discharged or retired military veteran or retired first responder who commits to joining the teaching profession as a full-time classroom teacher is eligible for a one-time sign-on bonus administered by the Department of Education (DOE), subject to legislative appropriation. An eligible veteran or first responder may receive an additional bonus for teaching a course in a high-demand teacher need area, as identified by the DOE. For any such eligible veteran or first responder employed by it, the Board will provide any necessary information requested by the DOE and, in a manner established by the DOE, notify the eligible veteran or first responder that employment may impact their pension from a previous employer.
Support Staff
1. Support employees include all those employees who work in non-instructional, non-contracted roles and serve at the pleasure of the Board subject to dismissal, transfer, promotion, or resignation and the provisions of the collective bargaining agreement.
2. Local 101 IUPAT Bargained Employees
  
  A regular employee is a person employed in a continuing position on a daily schedule after having completed a 180-calendar-day probationary period. Extensions to this period for no more than 180 calendar days may be granted by mutual written consent of the employee and the Board. Requests for extensions shall be accompanied by a probationary evaluation that will clearly identify what aspects need to be improved upon to meet the standard of the District. Employees who have not completed such period of employment may be discharged without recourse and shall not be subject to the provisions of the grievance procedure for bargaining unit employees.
  1. An employee who voluntarily transfers pursuant to the preceding paragraphs and having completed the probationary terms in Article 11.01 shall be placed on a sixty (60) calendar day probationary period at the start of the transfer/reclassification date at the new work location.
3. Non-Bargained Employees
  
  A regular employee is a person employed in a continuing position on a daily schedule after having completed a ninety (90) calendar day probationary period. Extension to this period may be granted by mutual written consent of the employee and the immediate supervisor. Employees who have not completed such period of employment may be discharged without recourse and shall not be subject to the provisions of the grievance procedure for bargaining unit employees.
4. Support positions are those listed in the applicable bargaining unit agreement, as well as some nonbargaining positions.
5. A District student who is at least sixteen (16) years old may be employed in the School Age Child Care Programs. Support positions are those listed in the applicable bargaining unit agreement, as well as some nonbargaining positions.
6. The Superintendent or designee shall conduct employment history checks of all candidates for support staff positions. The employment history check shall include, but not be limited to, contacting any previous employer and screening the candidate through the use of the screening tools described in State law. If contact with (a) previous employer(s) cannot be made, the Superintendent or designee shall document the efforts made to do so.
7. For non-instructional positions that require a college degree and positions that do not require certification, verifiable and relevant work experience may be considered as a substitute for the degree requirement, subject to approval by the Assistant Superintendent of Human Resources. The experience must be directly related to the essential functions and responsibilities of the position for which the candidate is being considered. For the purpose of substitution, two (2) years of relevant work experience may be considered equivalent to one (1) year of college education. The hiring manager must submit a written request to the Human Resources Department outlining the justification for the substitution and must include verification of experience and a comparison of how the experience meets or exceeds the knowledge, skills, and abilities typically acquired through the required degree.
8. The employment of support staff members prior to approval by the Board is authorized when their employment is required to maintain continuity in District operations. Employment shall be recommended to the Board no later than the month following employment.
9. Any support staff member’s misstatement of fact material to qualifications for employment or the determination of salary shall be considered to constitute grounds for dismissal.
10. A person is ineligible for employment in any position that requires direct contact with students if:
  1. they are on the disqualification list maintained by the Florida Department of Education under F.S. 1001.10(4)(b);
  2. they are registered as a sex offender as described in 42 U.S.C. 9858f(c)(1)(C);
  3. they are ineligible based on a security background investigation under F.S.435.04;
    1. Beginning January 1, 2025, or a later date as determined by the Agency for Health Care Administration, the Agency for Health Care Administration shall determine the eligibility of employees in any position that requires direct contact with students in a District school.
  4. they would be ineligible for an exemption under F.S. 435.07(4)(c); or
  5. they have been convicted or found guilty of, have had adjudication withheld for, or have pled guilty or nolo contendere to (1) any criminal act in another state or under Federal law which, if committed in Florida, constitutes a disqualifying offense under F.S. 435.04(2) or (2) any delinquent act committed in Florida or any delinquent or criminal act committed in another state or under Federal law which, if committed in Florida, qualifies an individual for inclusion on the Registered Juvenile Sex Offender List under F.S. 943.0435.
11. All support personnel shall become familiar with the policies of the Board and other such policies, regulations, memoranda, bulletins, and handbooks that pertain to their duties in the District. Any support staff member employed by the Board who shall be guilty of any willful violation of the policies of the Board shall be guilty of gross insubordination and shall be subject to dismissal or such other lesser penalty as the Board may prescribe.
Requirements for Instructional Paraprofessionals
1. All paraprofessionals employed by the District to provide instructional support services in Title I school-wide programs and instructional paraprofessionals paid with Title I, Part A funds in targeted assistance programs shall be “highly qualified”.
2. The requirements to be considered a “highly qualified” instructional paraprofessional are established by the Florida Department of Education. Accordingly, one (1) of the following requirements must be met:
  1. an Associate’s (or higher) degree;
  2. two (2) years of study at an institution of higher education; to include sixty (60) hours with thirty (30) hours in core subjects; or
  3. a rigorous State or local academic assessment of knowledge and the ability to perform the following duties
    1. assist in instruction in reading, writing, and mathematics or reading, writing, and mathematics; or
    2. assist in instructing reading readiness, writing readiness, and mathematics readiness, as appropriate.
3. Instructional paraprofessionals working for a Title I-supported program may be assigned to duties as follows:
  1. providing one-on-one tutoring for eligible students during times when the teacher would not otherwise be instructing the student;
  2. assisting with classroom management, such as organizing instructional and other materials;
AUTHORIZED ACTIVITIES FOR NON-INSTRUCTIONAL PARAPROFESSIONALS
1. The activities to which non-instructional paraprofessional may be assigned include the following:
  1. personal care services;
  2. food service;
  3. playground/cafeteria supervision;
  4. bus aides/bus attendants;
  5. non-instructional computer assistance;
  6. non-instructional media center/library supervision;

General Knowledge Examination Assistance

Any employee who does not achieve a passing score on any subtest of the general knowledge examination will be provided information regarding the availability of State-level and District-level supports and instruction to assist him/her in achieving a passing score. Such information will include, but is not limited to, State-level test information guides, School District preparation resources, and preparation courses offered by State universities and Florida college system institutions.

Revised 4/10/07
Revised 4/28/09
Revised 10/27/09
Revised 12/13/11
Revised 10/28/14
Revised 9/24/19
Revised 3/12/24
Revised 8/27/24
Revised 3/11/25
Revised 5/20/25
Revised 3/10/26