Britton Deerfield School District
Administrative Guidelines


The following guidelines are established for the interviewing and screening of employee candidates:

 A.Where specific openings exist in positions that could afford present employees an opportunity to be upgraded, such notice shall be posted in the schools of this District.

 B.Employment priority (as opposed to promotional priority) should be given to former employees placed on a reemployment list with satisfactory service records who have been laid off because of lack of work or lack of funds. Following the exhaustion of the aforenoted categories, only candidates having the most favorable applications will be interviewed.

 C.Applications are to be made in writing to the Superintendent's office.
  The applicant is to read and sign Form 4120 F2 - which is then to be sent to the applicant's current or most recent employer along with a request for any records pertaining to the applicant's unprofessional conduct. No applicant may be hired if s/he refuses to sign this statement. Unprofessional conduct is defined as "one (1) or more acts of misconduct; one (1) or more acts of immorality, moral turpitude, or inappropriate behavior involving a minor; or commission of a crime involving a minor". A criminal conviction is not an essential element in determining whether or not a particular act constitutes unprofessional conduct.

 D.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, and review of any records of unprofessional conduct sent by the applicant's current or most recent 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. Official use shall include disclosure to persons directly involved in the process of evaluating the applicant's qualifications for employment.