RECRUITMENT/HIRING
The Superintendent or designee shall maintain
a recruitment program designed to attract the best-qualified applicants
as candidates for all positions in the district.
ADMINISTRATIVE PERSONNEL
The search for candidates for administrative positions shall extend
to a variety of educational institutions and geographical areas, and
shall provide for a balance of administrative personnel among those
experienced in the district and those who may bring in fresh ideas from
other districts. All administrative candidates must possess (or be able
to acquire within eight weeks of hire) as a condition of employment, the
required administrative certification as determined by the State of
Michigan Board of Education.
Recruitment procedures shall not
overlook the talents and potential administrative abilities of
individuals already employed by the district. Any present employee of
the district may apply for any administrative opening for which the
employee has the qualifications that meet the approved district
requirements.
Vacancies for administrative
bargaining unit positions in the district shall be posted in each school
and central office building for five days before the vacancy is
advertised outside the district.
The Superintendent or designee
shall be authorized, when necessary, to make temporary appointments in
administrative positions until such time as permanent appointees can be
recommended to the Board following posting procedures.
PROFESSIONAL PERSONNEL
It is the Board's intent to attract and maintain the most
outstanding professional personnel available. To achieve this goal, the
following recruitment procedures shall be followed:
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The Superintendent or
designee, subject to Board approval, shall determine the personnel
needs of the district with input from the administrative staff, and
where applicable, the department chairpersons.
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Recruitment of applicants for
the identified needs is the responsibility of the Superintendent or
designee and shall be advertised in as wide a geographic area, and in
as many ways as possible to assure a reasonable pool of applicants for
each position.
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Recruitment procedures shall
consider the talents and potential of individuals already employed by
the district. Present employees may apply for any post for which they
have the proper certification and the ability to meet the position
requirements.
NONPROFESSIONAL PERSONNEL
PARAPROFESSIONAL PERSONNEL
NON-BARGAINING UNIT PERSONNEL
The recruitment and selection of candidates for such positions shall
be the responsibility of the Assistant Superintendent for Human
Resources/Labor Relations. Formal written applications shall be
provided by each candidate and shall include professional and personal
references, which shall be verified by the Assistant Superintendent for
Human Resources/
Labor Relations. Those
administrators who supervise nonprofessional personnel shall interview
selected candidates and make a recommendation to the Assistant
Superintendent for Human Resources/Labor Relations.
As a precondition of employment,
the Assistant Superintendent for Human Resources/Labor Relations
shall:
- arrange for background
security checks by the Coordinator of Public Service
- arrange physical examinations
for those candidates that have been recommended for hire by
administrators
- perform preliminary internet
background search
- make official appointment
upon the recommendation of the building principal or the appropriate
administrator.
The Assistant Superintendent
for Human Resources/Labor Relations shall provide a monthly written
report, which shall be a part of the official minutes of the meeting, as
to any nonprofessional, paraprofessional, and/or non-bargaining
personnel hired. The report shall include the name, position, and job
location of each person hired.
Identity and Employment Status
All potential employees of the District shall verify their identity and
employment status to the Superintendent, or designee.
The Superintendent, or designee,
shall maintain a file on all of the District’s employees hired after
November 6, 1986, proving that each employee has verified his or her
identity, employment status, U.S. citizenship, or legal alien status to
the Superintendent’s satisfaction. Evidence to be used to verify
identity, employment status, U.S. citizenship, or legal alien status
should include at least two of the following documents, one of which
contains a current photo of the employee: U.S. birth certificate,
social security card, and a current driver’s license; a state or
military identification card; or one of the following: U.S. passport,
certificate of U.S. citizenship, certificate of naturalization,
unexpired foreign passport, or resident alien card.
Non-Discrimination
The District shall not discriminate in its policies and practices with
respect to compensation, terms or conditions of employment because of an
individual’s race, color, religion, sex, national origin, height,
weight, age, marital status, political belief, disability, or handicap
which does not impair an individual’s ability to perform adequately in
that individual’s particular position or activity.
The Superintendent shall have in
place all appropriate procedures relative to The Americans with
Disability Act. This statement of non-discrimination shall be published
and disseminated to all students, parents, guardians, employees,
applicants and the public in a manner determined by the Superintendent.
Title I
Compliance
The Superintendent, or designee, shall insure that the District is in
compliance with the provisions of Title I, within the No Child Left
Behind Act. Manuals and handbooks shall comply with federal law as to
the qualifications for instructional personnel. Notice of professional
qualifications shall be provided to parents/guardians of students in
Title I schools and staffing pattern reviews shall be conducted
annually, or as required by law.
