HIRING PRACTICES
DC-R (LOCAL)

NOTICE OF VACANCIES	When a new position is created, notice of a vacancy shall be publicized in the weekly Administrative Bulletin at least fifteen working days before a candidate for the position is recommended to the Board. Notice shall carry a complete description of duties and responsibilities, qualifications, base salary, and person to contact if interested. When a vacancy occurs creating a situation in which adhering to the above time limits would adversely affect the educational process, notice or time requirements may be waived.
ADMINISTRATIVE POSITIONS	Notice of instructional administrative vacancies within the school district shall be advertised in the following manner: 1. Positions including assistant principal, instructional specialist, director,      principal, and associate superintendent shall be advertised in the      weekly administrative bulletin and statewide. 2. Publications of other administrative vacancies, or technical support      vacancies for step seven or above, may be advertised statewide and/or      in district publications, as deemed necessary. 3. A paper screening will be conducted to identify the most qualified      applicants. These individuals will then be invited for an interview with      the district paying reasonable expenses.  When a vacancy occurs in an existing administrative position, the vacancy shall be publicized as outlined above at least fifteen days before a candidate is recommended to the Board. An employee desiring to apply should contact the Personnel Office in writing.
APPLICATION PROCEDURES	Initial inquiries concerning positions in the District may be made by mail, by telephone, or in person. However, a completed application form must be filed in order for the applicant to be considered for employment. 1. A handwritten letter with the application form, giving a general view of      education, personal training, qualifications, experience, and reasons for      seeking employment in the District. 2. An official transcript of college work showing degree(s) awarded, the      registrar’s signature, and the college seal. If the applicant has      completed all degree work but the degree has not yet been awarded,      an unofficial transcript may be accepted for application but must later      be replaced by an official transcript showing the degree. 3. References who have been in immediate supervision of work      experience or are familiar with scholastic performance. Reference forms      will be mailed to those listed. College credentials (placement files) may      be accepted in lieu of references for recent college graduates. 4. Proof of certification or eligibility for certification for the position desired.
SELECTION PROCEDURE	The following selection procedures shall be used when filling administrative positions within the district. 1. The ad is written by the Personnel Department with input from the      superintendent and appropriate area or associate superintendent. 2. The appropriate area or associate superintendent selects a chairperson      for the selection process. 3. The designated chairperson selects a selection panel with no fewer      than three members, including the chair. Whenever possible, the chair      will ensure appropriate ethnic diversity of the selection panel. 4. A blind screen of all applicants is conducted by the Personnel      Department to determine eligibility. 5. The selection chairperson and at lest one other committee member      reviews the blind screen information and identifies the desired      candidates for the Personnel Department by social security number. A      minimum of three candidates shall be selected, if available. 6. The Personnel Department supplies the names and telephone numbers     of those candidates identified during the screening process. 7. The Personnel Department administers the appropriate perceiver      process and conducts the SRI with those candidates selected. 8. The Personnel Department or committee chair conducts reference      checks on the finalists selected and submits reference reports and SRI      results to the selection committee. 9. The selection committee chairperson contacts those candidates to be      interviewed by the panel and schedules appointments. 10. Chairperson and other committee members prepare interview        questions and scoring materials. Every applicant shall be asked the        same questions and all scoring shall be done in a consistent manner.        Notes must be kept by the chairperson until the final decision is        made. Rational for the selection of the final candidate must be        included. Once the selection is made, all notes must be submitted to        the Personnel Department. 11. The chairperson makes a recommendation to the Associate        Superintendent for Personnel. If the chairperson is someone other        than the area or associate superintendent, the appropriate area or        associate superintendent, the appropriate area or associate        superintendent will be notified. 12. The associate superintendent for personnel contacts the selected        candidate for salary discussion. 13. The appropriate area or associate superintendent is notified of the        candidate’s response. (If the applicant declines the offer, the        chairperson submits the name of the second candidate.) 14. The selected candidate is recommended to the Board of Trustees for        approval. 15. The associate superintendent for personnel notifies the candidate and        the candidates who were not selected of the Board’s action. 16. The advertisements, lists of eligible and ineligible candidates and        notes from the selection process are maintained in the personnel files.
TRANSFER REQUESTS	A current employee interested in applying for an opening in another school or department must send a request for transfer (Form G3-2) to each school/department location. The transfer request form must be signed by the current location administrator. Administrators will consider current employees as well as new applicants when vacancies occur. At the time of the transfer, the employee must meet all requirements and qualifications for the position.
NON-ADMINISTRATIVE POSITIONS	When a vacancy occurs in a non-professional, non-administrative position, the vacancy shall be publicized in the weekly Administrative Bulletin at least ten days before a candidate for the position is recommended.