The Board of Education recognizes that it is vital to the successful operation of the District that positions created by the Board be filled with highly qualified and competent personnel.

The Board shall approve the employment, and also, when not covered by the terms of a negotiated collective bargaining agreement, fix the compensation and establish the term of employment for each professional staff member employed by this District.

Individuals employed in the following categories shall be considered members of the professional staff:

All professional staff are subject to a criminal history record check. See Policy 3121.

Such approval shall be given only to those candidates for employment recommended by the Superintendent.

All applications for employment shall be referred to the Coordinator of Human Resources and the appropriate Assistant Superintendent.

Relatives of Board members may be employed by the Board, provided a member of the Board does not participate in any way in the discussion or vote on the employment when conflict of interest is involved.

The Board will not employ (but may reemploy) the children, siblings, spouse, parents, in-laws, or bona fide dependents (IRS criteria) of a Board member.

Applications for employment will not be accepted from any current District Board member. If a Board member wishes to apply for a position, his/her resignation must be accepted by the Board prior to submitting an application.

The Board may employ administrators, without provision for tenure, by means of a written contract for a term not to exceed three (3) years.

Any professional staff member's intentional misstatement of fact material to qualifications for employment or the determination of salary shall be considered by this Board to constitute grounds for dismissal.

The temporary employment of professional staff members prior to approval by the Board is authorized when their employment is required to maintain continuity in the educational program. Employment shall be recommended to the Board at the next regular meeting.

A person who is employed as an administrator is not required to have a school administrator's certificate issued by the Department of Education but must confirm that s/he has met or is in the process of fulfilling the educational requirements for school administrators established by the State Board of Education and the Intermediate School District.

No candidate for employment as a professional staff member shall receive recommendation for such employment without having proffered visual evidence of proper certification or that application for such certification is in process.

Prior to hiring an applicant, the Superintendent shall obtain from the applicant a signed Consent to Obtain Records and shall obtain from the applicants current or immediately-previous employer any records, including the applicant's personnel file relating to unprofessional conduct in which the applicant engaged. Any such records are to be reviewed prior to a recommendation for employment and may be disclosed to those individuals directly involved in evaluating the applicant's qualifications.

The Superintendent shall prepare administrative guidelines for the recruitment and selection of all professional staff.

By the end of the 2005 – 2006 school year, all core subject teachers (as defined in the No Child Left Behind Act) in a District receiving Title I funds shall be "highly qualified" as described above. The District must have a plan and show annual progress towards meeting these teacher qualification requirements.

M.C.L.A. 380.1229 – 1231, 380.1233, 380.1237, 380.1531d, 380.623
20 U.S.C. 6319 & 7801

Revised 6/20/96
Revised 7/97
Revised 12/4/01
Revised 2/3/04
Revised 2/1/05
Revised 11/1/05
Revised 6/13/06