Recruitment and Selection of
Staff
Vision: Staff are recruited and selected to assure that
students grow and meet their full potential in district programs. Staff is highly effective, and have the
necessary skills and experience to meet the learning needs of all
students. The district works with
teacher preparation programs, communicating the teaching skills, competencies,
and experiences it considers of primary importance in its staff, and providing
field experiences designed to train teachers to be able to improve student
learning. Decisions about hiring,
assigning, or transferring staff are based on maximizing the effectiveness of
that staff member within the districtsÕ programs.
Structure: Staff positions are established by the respective
boards to provide the districts' comprehensive program of education. The superintendent establishes the
necessary skills, competencies, qualifications, education, experience, and past
performance levels for each position, as it relates to the districtsÕ
comprehensive program of education, and the goal of continued improvement in
student learning. Selection of
staff is based on which candidate is the most qualified for the position, and
is made pursuant to the districtÕs standard posting, screening, interview and
reference check process, as well as equity requirements. Before any new position is established
or funded, the superintendent will present to the board a rationale including
an initial job description, and the purpose and reason for the position.
Accountability: Positions are created within budget
parameters, and legal requirements.
Part of the district's planning processes must analyze current and
projected staffing requirements.
The filling of individual positions is done with consideration to salary
issues, budget parameters, time constraints, short-term/long-term needs, and
legal requirements. The
superintendent is expected to establish a process for advertising, interviewing
and selecting candidates that best serves the interests of the districts.
Advocacy: The boards and districts regularly communicate to
staff, professional associations, employee bargaining units, teacher and
professional preparation programs in higher education, students, parents, and
the larger community the districtsÕ commitment to hiring those people best
prepared and able to improve student achievement.
Cross References:
(cf. 5005
Employment: Disclosures, Certification Requirements, Assurances and
Approval)
(cf. 5610
Substitute Employment)
Legal References:
RCW 28A.400.300
Hiring and discharging employees--Leaves for employees--Seniority and
leave benefits, retention upon transfers between schools
RCW 28A.405.210
Conditions and contracts of employment--Determination of probable cause
for non-renewal of contracts--Notice--Opportunity for hearing
RCW 43.43.830
Background checks -- Access to children or vulnerable persons
RCW 43.43.832
Background checks--Disclosure of child abuse
WAC 162-12
Preemployment Inquiry Guide (Human Rights Commission)
AGO 62155.00 - No. 155 - 1961-62 Expenses of Applicants
8 USC 1324a and 1324b
(IRCA) Immigration Reform
and Control Act of 1986
Adoption Date: 10/24/05
St. John Ð Endicott Cooperative
Schools