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

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;

   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.

3. Selection Process

   1. Application Procedure

      All letters of application and all placement office credentials shall come through the Human Resources Office.

   2. Investigation Procedure

      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.

   3. Interview Procedure

      (Not for Principals or Central Office Positions)

      1. The supervisor shall independently review the applications and then reach consensus on the applicants to be interviewed. The supervisor shall then determine which, if any, members of the staff will be included in reviewing applications and the interviews.

      2. Qualified candidates shall be scheduled for personal interviews as soon after receipt and review of application as possible.

      3. After all interviews have been completed, the Supervisor submits the recommended candidate to Human Resources. A criminal history record check will be conducted by Human Resources.

      4. Both successful and unsuccessful candidates shall be notified of the District's employment decision.

© Neola 2002