Candidates for employment will be recruited from as wide a selection of training institutes and sections of the country as possible. All letters of application and requested information shall be submitted to the Department of Human Resources which will organize the preliminary screening process of those documents. Necessary forms and/or data required from each prospective employee will be requested and processed by the Department of Human Resources. Interviews will be arranged for the candidates whose credentials are deemed most appropriate to fulfill the responsibilities of the position. Candidates who are not interviewed at teacher training institutions, but who come directly to the District’s Department of Human Resources at the invitation of the District, shall be interviewed initially by interview teams of appropriate administrators. At least two and preferably, three or more people will conduct all interviews with candidates. Following the initial selection process described above, all candidates shall be interviewed by the appropriate building principals and/or supervisors. When feasible, applicants will meet teachers in the building or department to afford administrators the benefit of their judgment as well. Terms of employment shall be defined clearly and made available to candidates at the time of these interviews. The recommended candidate shall provide any required pre-employment information prior to being offered a contract. A misstatement of fact on either the initial application materials or subsequent required documentation shall be considered sufficient grounds for dismissal. Upon completion of all pre-employment conditions, an offer of employment, subject to Board of Education approval, will be made by the Superintendent/Designee. STAFF PROMOTION, SCREENING OF CANDIDATES FOR ADMINISTRATIVE OTHER CLASSROOM PROFESSIONAL POSITIONS 1. When an administrative or supervisory vacancy occurs, it will be made known to all personnel by having the Department of Human Resources post the Notice of Vacancy. The written notice will set forth qualifications, salary range, and method of application. 2. All letters of application and requested information shall be submitted to the Department of Human Resources. The Human Resources Department will screen the applications to ensure they meet the previously established qualifications and include the appropriate documents and credentials necessary for consideration by the screening/interviewing committee(s). 3. The applications will be screened and candidates who are selected for an interview will be so notified. The interviews will be conducted by a panel appointed by the Superintendent. The panel will recommend the finalists to the Superintendent who may conduct further interviews, if required. 4. The Superintendent shall then recommend employment of the preferred candidate to the (School District) Board of Education.
A Board member who violates a provision of this policy shall have his/her use of that card revoked by the Board. An employee who violates a provision of this policy shall be subject to disciplinary action as determined by the Superintendent. If the Superintendent violates a provision of this policy, he/she shall be subject to disciplinary action as determined by the Board. The following regulation governs the use of District credit cards. The Superintendent delegates the responsibility for the administration of credit cards to the Assistant Superintendent for Business Affairs. 1. The Superintendent/Designee shall establish a system of internal accounting controls to monitor the use of District credit cards. 2. The total combined authorized credit limit of all District credit cards issued must not exceed five (5) % of the total budget of the District for the current fiscal year. 3. The Assistant Superintendent for Business Affairs may develop, through operating procedures, categories of the types of purchases made by district employees. LOAD SCHEDULING: FOR SOCIAL WORKERS, SPEECH THERAPISTS AND DIAGNOSTICIANS Work hours for itinerant Special Education support personnel are the same on any given day as for the regular staff in the building where the work is taking place. When responsibilities such as case conferences, screening meetings, testing for special education placement, committee meetings, and conferences with parents call for flexibility in working hours as described above, variations may be approved by the Director of Special Education/Designee. LIABILITY OF STAFF FOR STUDENT WELFARE Teaching staff members, because of their proximity to children, are frequently confronted with situations which, if handled incorrectly, could result in liability to the District and personal liability to the staff member. To qualify for governmental immunity, a staff member must be engaged in a legitimate assignment of the District, be acting or believe to be acting within the scope of his/her authority, and not be guilty of gross negligence. The purpose of this policy is to direct the preparation of guidelines that would minimize the possibility of staff member liability. The Superintendent/Designee shall prepare regulations to ensure the maintenance of the following standards: 1. Each teacher must maintain a standard of care for supervision, control, and protection of students commensurate with assigned duties and responsibilities. 2. A teacher should not voluntarily assume responsibility for duties he/she cannot reasonably perform. Such assumption carries the same responsibilities as assigned duties.