PROFESSIONAL STAFF HIRING PROCESS

VACANCY

A professional staffing vacancy is identified. The position will be recommended to the Superintendent by the Human Resources administrator based on the following:

  1. Rationale will be provided stating the need for the position. The position may be required due to retirement, resignation, or additional staffing needs based on growth, special education needs, etc. The HR administrator will receive input from district administrators to verify the needs of the district in regard to staffing.
  2. Qualifications desired for the position will be reviewed by the HR administrator with the input of the building administrator(s) (e.g., majors, minors, previous experience) and a job description will be developed and/or revised.
  3. A job posting will be developed according to the requirements listed in the Master Agreement (Article XI.C) between the Board and the Oxford Education Association. This will be kept on file, with the job description, in the Human Resources Department.

POSTING

The following will be applied in regard to posting the position:

  1. Internal posting requirements will be met based on Article XI of the OEA agreement. During the school year, all positions will be posted for seven school/work days.
  2. External postings will typically be open for a minimum of three weeks. However, timelines may be shortened or lengthened based on special needs of the district.
  3. Postings will be available and displayed for staff and/or public viewing at the district administration building and all school buildings.
  4. External positions will be posted on the district web site, the Oakland Consortium site, and other appropriate web sites (i.e., colleges and universities).
  5. Guidelines will be followed according to Article XI of the OEA agreement for annual staffing with regard to elementary and secondary assignment procedures.
  6. Administrators and the Human Resources administrator may participate in recruiting activities (i.e., job fairs) when necessary. Mid-year vacancies will be handled on an individual basis according to Article XI.C.
HIRING PROCEDURES
  1. Applicants will submit letters of application, resume, transcripts, letters of recommendation, and credentials to the Applitrack link found on the website.
  2. The HR Department will screen applications to determine if candidate(s) are highly qualified for the position.
  3. Building administrator(s) will review application materials located on Applitrack.
  4. Candidates will be selected for interview by the building administrator and the Human Resources administrator, typically six to eight candidates per position. Alternate methods of interviews may be used to include more candidates (i.e., screening), when determined necessary.
  5. Interviews will be arranged by the Human Resources Department.
  6. The interview committee is comprised of the Building Administrator(s), the Human Resources administrator (when possible) and other team members as deemed appropriate. Team members may include three staff members from the appropriate level and/or department, and/or other individuals who could provide assistance in making a selection.
  7. Interviews will be conducted using the questionnaire sheets designed by the Human Resource Department and the building administrator for the various levels or departments. This helps to ensure consistency in evaluating applicants.
  8. The interview committee will recommend two or three final candidates for continuation in the process. This group is advisory only. They do not make a final recommendation and do not rank the order of the candidates.
  9. Reference calls will be made on the top candidates by the building administrator and/or the Human Resource administrator. These calls should include a minimum of three contacts, including the most recent supervisor and/or administrator in charge during student teaching.
  10. The final candidates will teach (when appropriate) a 30 minute lesson with students and members of the interviewing committee present.
  11. The interview committee will conduct a follow-up interview with the candidate to discuss the lesson presentation and ask any additional questions.
  12. Based upon participation of the HR administrator, the following will occur:
  13. If the HR administrator was not involved in prior interviews, the building administrator will select two finalists to be interviewed by the HR administrator and/or appropriate central office administrators. A final candidate will be selected based on these interviews and additional reference checks.
  14. If the HR administrator has been involved in the interview process up to this point, a candidate will be selected by the building administrator and the HR administrator based on the interview, the lesson presentation, and the reference checks.

13.The final candidate will be recommended to the Superintendent and the Board of Education for approval. The Board will be provided a copy of the letter of application and resume, along with a summary of the process, for the recommended candidate.

EMPLOYMENT
  1. The position will be offered and a letter of intent to employ will be prepared. The letter of intent will include notification of salary and the conditions under which the employment is offered. Employment will be contingent upon the successful completion of a criminal records background check and submission of all necessary credentials.
  2. Forms must be completed in the Human Resources Department, as well as the necessary training in bloodborne pathogens, sexual harassment, and Right-to-Know.
  3. Unsuccessful interview candidates will receive letters (or phone calls when appropriate) informing them that another candidate has been offered the position.
  4. An orientation schedule for new staff members will be arranged by the Human Resources Director and/or the Building Administrator(s).
  5. Formal action to employ the candidate is presented at the next regularly scheduled Board of Education meeting.

11/13/05

Revised 01/25/11