Delano Joint HSD | AR 4111 Personnel
Recruitment And Selection
All procedures related to recruitment and selection shall be conducted according to applicable law, Board policy, administrative regulation, and collective bargaining agreements.
When a certificated, classified, or management position vacancy is known or anticipated, the Superintendent or designee shall determine the need to fill the position and the qualification for the position based on the current job description. As soon as possible, and consistent with applicable collective bargaining agreements, notice of the vacancy shall be published within the district and may be published through other recruitment sources.
Applicants who contact member of the Governing Board after submitting an application for a position shall be disqualified. When such contact occurs, the member(s) of the Board shall promptly notify the Superintendent.
Application forms shall be strictly confidential, and shall be viewed only be personnel authorized by the Superintendent or designee.
In screening the application forms submitted, the Superintendent or designee shall screen out any application forms that do not meet the following entry criteria:
1. The application was submitted within 12 months of the closing date of the posting;
2. All requested information/documentation was provided (i.e., the application is complete);
3. All specific directions were followed;
4. Contact information was provided for all listed references and supervisors;
5. The applicant meets the minimum qualifications for the position as stated in the job description;
6. The applicant has education, training and/or experience that is relevant to the position and sufficient to meet the needs of the district.
The Superintendent or designee may require candidates who meet the application entry criteria to participate in an employment-related test relevant to the vacant position. The
Superintendent or designee will design any employment test to serve as a valid measure of the prerequisite knowledge and skills associated with the vacant position. Employment tests may utilize a variety of assessment methods, including but not limited to multiple choice, essay, and hands-on demonstration. Candidates must demonstrate mastery of prerequisite skills and knowledge to earn a passing score on employment tests, defined as at least 70 percent on test components.
The Superintendent or designee shall select candidates from among those who meet the application entry criteria and who pass any applicable employment test to participate in an interview procedure relevant to the vacant position.
A special effort shall be made to interview candidates who qualify for consideration under the district's affirmative action plan.
(cf. 4111.1 - Affirmative Action)
The site principal or program director shall establish one or more interview panels for the purpose of interviewing candidates, subject to approval by the Superintendent or designee, and consistent with collective bargaining agreements. Although representatives of employee organizations shall be non-voting members of the panels, representatives may fully participate in questioning and deliberations. Unless otherwise determined by the Superintendent or designee, the administrator or classified manager who will be supervising the employee to be hired shall serve as the chair of the interview panels. The Superintendent or designee shall establish policies and procedures relating to the conduct of the interview panels, schedule the interviews, provide the interview committee with the application form and any other relevant information for each candidate, establish interview questions to be utilized in the interviews, establish rating sheets and/or rubrics to be utilized in assessing the candidate's interview performance.
The chair of the panel shall take appropriate actions to ensure that the panel utilizes procedures for deliberation that are democratic in nature and allow all panel members to deliberate and express viewpoints. All discussions and recommendations shall be strictly confidential; failure to maintain confidentiality may result in appropriate disciplinary action.
At the conclusion of each set of interviews, and utilizing job-related information and documentation, the interview panel shall forward all recommended candidate(s) to the site principal or program director, unless the chair of the interview panel is also the site principal or program director.
Utilizing procedures established by the Superintendent or designee, the site principal or program director, or designee, shall determine which of the recommended candidates is the preferred candidate, i.e., the most highly qualified and appropriate person available for the open position based on the existing job description, and consistent with Board-approved plans, policies, and procedures.
The site principal or program director, or designee, shall conduct reference checks for the preferred candidate. The following persons shall not be utilized as references: current members of the Board; Superintendent; Associate Superintendent; Human Resources Director; school site principals; program directors; members of the interview panel(s); relatives of the candidate; or social acquaintances/friends of the candidate.
When checking references, all inquiries shall be as objective as possible. All questions shall relate directly to the finalist's job performance and job dutie3s and to information provided on the application, resume, or during the interview.
When checking references, the questions used to gather information shall not, either directly or indirectly, address the topics of age, disabilities, gender, marital status, national origin, race, religion, or sexual orientation.
When checking references, supervisors should work to accomplish the following goals: 1) Confirm that the information provided by the candidate is accurate; 2) Obtain information about the strengths/areas for growth of the candidate relative to the position; 3) Determining the suitability of the candidate to be employed in a public education environment in the context of the specific department/program/work site.
Recommendations of Employment
When the site principal or program director, or designee, obtains at least three favorable references for the candidate, the site principal or program director shall make a written recommendation of employment to the Director of Human Resources. If the site principal or program director, or designee, is unable to obtain at least three favorable references, he/she shall proceed to conduct reference checks on other candidates, and shall make a written recommendation of employment to the Human Resources Director as appropriate.
The Superintendent or designee shall submit a written recommendation for employment to the Board. No position shall be filled without concurrence of both the Superintendent and the Board. Candidates recommended for approval by the Superintendent or designee shall not be rejected by the Board for reasons that are arbitrary, capricious, discriminatory, or based on criteria not established in the existing job description.
When a final recommendation is approved by the Board, the Superintendent or designee shall contact the finalist to obtain written acceptance of an offer of employment.
Salary and Placement
The Superintendent or designee shall submit a written recommendation for salary and placement of newly elected staff to the Board. Salary and placement shall be determined by the Board, consistent with applicable collective bargaining agreements. Employment shall be subject to the possession of valid, appropriate qualifications, including required credentials.
(cf. 4112.4 - Health Examinations)
As soon as possible after the position is filled, the Superintendent or designee shall notify all candidates who were not selected.
Regulation DELANO JOINT UNION HIGH SCHOOL DISTRICT
approved: December 9, 2008 Delano, California