John Glenn School Corporation
Administrative Guidelines



  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 authorities assigned to the position

   d.a description of the reporting and supervisory relationships of the position

  3.Applications are invited for all staff openings from present staff members.


  1.The qualities desired beyond minimum certification requirements are:

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

   b.experience, both quantitative and qualitative, related to the particular position;

   c.demonstrated ability in the particular position;

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

   e.evidence of high educational and professional standards;

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

   g.evidence of commitment to professional growth;

   h.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 Superintendent's Office which will note date of receipt, acknowledge the application, file those of promising candidates, and arrange for an investigation and possible interviews.

  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.A biographical sketch is compiled which outlines in brief the candidate's training and experience and other pertinent qualifications.

   c.All necessary certification, training, and experience is documented.

   d.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)

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

   b.The principal shall independently review the applications and then reach consensus on the applicants to be interviewed. The principal 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.

   c.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 pays the investigation fee.

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

  4.Procedure for Principal and 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 Treasurer 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 Treasurer's Office. (See AG 8320 - Personnel Records)