3120A - SELECTION OF PROFESSIONAL PERSONNEL

1. Introduction
    
   1. The Board of Education shall make all appointments to positions on the basis of a person's professional qualifications. To implement the desire of the Board to appoint on the basis of merit only, all those who have responsibility for staffing should search diligently within and outside the system for qualified candidates to fill staff positions.
   2. Each position shall have a job description which shall include, but not be limited to, the following information:
       
      1. the position title
      2. its function
      3. a listing of the responsibilities and authorizations assigned to the position
      4. a description of the reporting and supervisory relationships of the position
   3. When qualifications of candidates for a position are similar, preference shall be given to present staff members. Applications are invited for all staff openings from present staff members.
2. Qualifications
    
   1. The qualities desired beyond minimum certification requirements are:
       
      1. formal training appropriate to the duties and responsibilities of the particular position;
      2. experience, both quantitative and qualitative, related to the particular position;
      3. demonstrated ability in the particular position;
      4. demonstrated ability to work harmoniously with others, both with those of greater and lesser responsibility and authority;
      5. evidence of high educational and professional standards;
      6. demonstrated loyalty to the administration and other staff where presently employed;
      7. evidence of commitment to professional growth;
      8. evidence of professional work habits and conduct consistent with the ethics of the profession.
   2. Each candidate shall submit the following information in the form requested by the District:
       
      1. personal data, limited to those allowed by law
      2. certificates held
      3. record of educational and professional training (including transcripts)
      4. record of experience applicable to the position, e.g. teaching, counseling, administration, etc.
      5. reports from references

3. Selection Process
    
   1. Application Procedure
      
      All letters of application and all placement office credentials shall come through the District Office which will maintain the application files in electronic or paper format, such that a record exists of the date of receipt and acknowledgement of the receipt of the application 
   2. Investigation Procedure
       
      1. Checking of credentials should include, in addition to letters of reference, direct telephone calls to the person's recent supervisor(s) or employer.  Such information shall be maintained in a confidential file restricted to supervisory and official use only so as to protect the source(s) of the information and the privacy of the applicant.
      2. All necessary certification, training, and experience is documented.
      3. Pre-employment tests which are directly related to the position responsibilities may be administered, if applicable.
   3. Interview Procedure
      
           (Not for Principals or Central Office Positions)
       
      1. Upon receipt of all relevant information, applications will be routed to the appropriate building principal or supervisor for review.
      2. The building principal or supervisor shall independently review the applications and then reach consensus on the applicants to be interviewed.  The building principal or supervisor shall then determine which, if any, members of the staff will be included in reviewing applications and the interviews.  Prior to any interviews, a copy of AG 3120C is to be given to each interviewer.
      3. Qualified candidates shall be scheduled for personal interviews with an interview team as soon after receipt and review of application as possible.
      4. After all interviews have been completed, the building principal or supervisor submits the recommended candidate to the District Administrator to be recommended to the Board.  Prior to recommending a candidate to the Board, a criminal history record check will be conducted pursuant to Policy 3121 - Criminal History Record Check. -
      5. Both successful and unsuccessful candidates who have been interviewed shall be notified of the District's employment decision.
   4. Procedure for Principal Positions
      
      If the opening is for a principalship, a screening committee consisting of members of the professional staff, student(s), and parent(s) shall be selected to assist in the interview process.

At the end of the interview process, each member of the selection committee is to independently determine those candidates that s/he thinks should receive further consideration.  Additional interviews and final recommendation shall be the responsibility of the District Administrator.

5. Procedure for Central Office Positions
   
   The interview/selection procedure for professional staff with administrative responsibilities at the District level shall be established by the District Administrator, appropriate for the position.
   
   During all phases of all screening, interviewing, and selection process, the Equal Opportunity Employment Policy 3122 shall be adhered to by all personnel involved.

4. Employment Procedure
    
   1. After the District Administrator's approval, and with Board acceptance, the District Administrator shall make an offer of employment and remuneration and, upon acceptance by the successful candidate, initiate a contract or memorandum of employment which will include:
       
      1. terms of employment including wages;
      2. length of contract;
      3. fringe benefits;
      4. job title and person to whom responsible;
   2. Upon acceptance, the new staff member shall report to the HR Payroll Benefits Specialist to fill out withholding tax, insurance, and any other necessary forms.
   3. All documents concerning employment shall be attached to the application and filed in the District Office.  (See AG 8320 - Personnel Records)
   4. The new staff member is to be properly oriented by his/her supervisor in accordance with the checklist on Form 3120 F1.
5. Reporting Employment
   
   The District Administrator shall report all newly hired employees to the Wisconsin Department of Workforce Development within twenty (20) days of the employee's start date in a manner prescribed by the Wisconsin Department of Workforce Development.
   
   For the purposes of this section a newly-hired employee is any first time employee and any individual rehired after an absence of ninety (90) days or more.

© Neola 2016