3120A - SELECTION OF PROFESSIONAL PERSONNEL

West Clermont Local School District

Administrative Guidelines

3120A - SELECTION OF PROFESSIONAL PERSONNEL

A.	Introduction

	1.	The Board of Education 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

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

B.	Qualifications

	1.	The qualities desired beyond the minimum license 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 District:

		a.	personal data, limited to those allowed by law

		b.	licenses 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 Assistant Superintendent’s Office which will note date of receipt, acknowledge the application (if applications were requested).

		It shall file those of promising candidates, and arrange for an investigation and possible interviews.

	2.	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. (See AG 3120D)


		All necessary licenses, training, and experience is documented.

	3.	Interview Procedure
		(Not for Principals or Central Office Positions)

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

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

		After all interviews have been completed, the Assistant Superintendent 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 initiated after the candidate submits a set of fingerprints and pays the investigation fee.

	4.	Procedure for Principals

		If the opening is for a principalship, a screening committee consisting of members of the professional staff shall be selected to assist in the interview process.

		The screening committee shall participate in the planning of the interview sessions and the questions that will be asked of all candidates.

		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 District 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’s office 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 Assistant Superintendent’s Office. (See AG 8320 - Personnel Records)

	4.	The new staff member is to be properly oriented by his/her supervisor.

Upon employment, the Treasurer shall be responsible for submitting a copy of the W-4 Form (or the form provided by the Department) to the Department of Human Services for each new employee, or any person who is rehired or returns to work after a lapse in pay.

Any new employee who has either administrative responsibilities and/or supervisory functions with staff is to be provided with a copy of the Ohio Ethics Law and verify receipt by signing and returning Form 3120 F3.