Decatur County Community Schools
Administrative Guidelines
 

3120A - SELECTION OF PROFESSIONAL PERSONNEL

 

A.

Introduction

   
 

1.

The School Board 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:

   
 

a.

the position title

   
 

b.

its function

   
 

c.

a listing of the responsibilities and authorizations assigned to the position

   
 

B.

Qualifications

   
 

1.

The qualities desired beyond the minimum certification requirements are:

   
 

a.

formal training appropriate to the duties and responsibilities of the particular position;

   
 

b.

demonstrated ability in the particular position;

   
 

c.

demonstrated ability to work harmoniously with others, both with those of greater and lesser responsibility and authority;

   
 

d.

evidence of high educational and professional standards;

   
 

e.

demonstrated loyalty to the administration and other staff where presently employed;

   
 

f.

evidence of commitment to professional growth;

   
 

g.

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 Corporation:

   
 

a.

personal data, limited to those allowed by law

   
 

b.

certificates held

   
 

c.

record of educational and professional training (including transcripts)

   
 

d.

record of experience applicable to the position, e.g. teaching, counseling, administration, etc.

   
 

e.

reports from references

   
 

C.

Selection Process

   
 

1.

Application Procedure

   
 

All letters of application and all placement office credentials shall come through the Central Office which will note date of receipt, acknowledge the application (if applications were requested).

   
 

It shall send the applications to the appropriate principal for filing.

   
 

2.

Investigation Procedure

     
 

a.

Checking of credentials should include, in addition to letters of reference, direct telephone calls to the person's recent supervisor(s) or employer. (See AG 3120D) 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.

   
 

b.

All necessary certification, training, and experience is documented.

   
 

3.

Interview Procedure

 

(Not for Principals or Central Office Positions)

   
 

a.

Upon receipt of all relevant information, applications will be routed to the appropriate principal for review.

   
 

b.

After all interviews have been completed, the principal submits the recommended candidate to the Superintendent who will conduct the final interview and make the selection of the person to be recommended to the Board. Prior to the recommendation, a criminal history record check will be conducted after the candidate submits a set of fingerprints and pays the investigation fee.

   
 

c.

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

   
 

4.

Procedure for Principals

   
 

If the opening is for a principalship, a screening committee 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 Superintendent.

   
 

5.

Procedure for Central Office Positions

   
 

The interview/selection procedure for professional staff with administrative responsibilities at the Corporation level shall be established by the Superintendent, 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.

   
 

D.

Employment Procedure

   
 

1.

After the Superintendent's approval, and with Board acceptance, the Superintendent 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:

   
 

a.

terms of employment including wages;

   
 

b.

length of contract;

   
 

c.

fringe benefits;

   
 

d.

job title and person to whom responsible.

   
 

2.

Upon acceptance, the new staff member shall report to the Business Manager 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 Central 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.

© Neola 2010