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Procedure for 5000 Recruitment and Selection of Staff

Recruitment and Selection of Staff

Current and projected staff needs provide the basis for staff recruitment and selection.  Once needs are identified, the recruitment and selection process should result in employing a staff member who is the most qualified to fulfill the need based upon the candidate’s skill, training, experience, and past performance.

Identifying Needs
A.    Collect enrollment projections from each school building (use birth data to estimate kindergarten enrollment).
B.    Compare building projections with long-range district projections.
C.    Establish staffing needs using the best projections available.
D.    Identify returning staff members, including returns from leave of absence and excluding retirees.
E.    Identify openings, recognizing the new requirements, goals and priorities of the district and including possible co-curricular assignment needs.
F.    Review voluntary transfer requests in relation to the provisions of the collective bargaining agreement.
G.    Identify possible involuntary transfers in relation to provisions of the collective bargaining agreement.

Recruiting
A.    Review affirmative action plan and goals.
B.    Develop job description for each necessary position, including salary range.
C.    Develop job announcement using information from job description; with experience, preparation, salary range and other related information.
D.    List vacancies with intention to reach potential applicants from protected employment groups in order to achieve affirmative action goals.

Screening
A.    Identify screening team prior to announcing vacancy.
B.    Develop criteria for screening.
C.    Compile a screening report for each candidate considered, including specific reasons for eliminating candidates.
D.    Select candidates to be interviewed.

Interviewing
A.    Identify interview team.
B.    Prepare for interview by:

1.    Reviewing all duties and responsibilities of the position;
2.    Reviewing the minimum qualifications needed to perform the duties of the position;
3.    Developing a series of questions to be used in interviewing candidates, including guidelines for what to look for in response to questions; and
4.    Reviewing the candidate’s application folder.

C.    Meet with team to review interview questions and evaluation process.
D.    Ask each candidate to respond to a predetermined set of questions.
E.    Record the response of each candidate.
F.    Give the candidate an opportunity to ask questions.
G.    Inform the candidate regarding the time-line for hiring.
H.    Rate the candidate on a scale for each response to each question.
 I.  Abide by the Washington State Human Right Commission’s published list of fair and unfair questions.
 J.  Do not request, require or otherwise compel or coerce an applicant to:

1.    Disclose login information for their personal social networking account;
2.    Access their personal social networking account in the presence of any district employee; 
3.    Add a district employee to the applicant’s personal social networking account's contact list; or 
4.    Alter the settings on the applicant’s personal social networking account to affect any third party's ability to view it.

Hiring Administrator Verifies References
A.    Contact previous supervisor(s); ask prepared list of job-related questions.
B.    Visit and/or observe candidate on site (when possible and appropriate).
C.    Contact any personal acquaintances who would know about the qualifications of the candidate.
D.    Rate the candidate on a scale for the response to each question.

Recommendation
A.    Hiring Administrator reviews available information:
    1.    Credentials - training, experience and recommendations
    2.    Letters of application, responses to question screening instrument
    3.    Responses to interview questions
    4.    Contact with previous supervisors and personal acquaintances.

B.    Select candidate to be recommended to superintendent.
C.    Prepare any supporting statements on behalf of the candidate to be recommended.
D.    Place screening evaluation, interview evaluation, and telephone reference check reports in a file for possible future reference.
E.    Human Resources Director reviews the recommendation and process to ensure compliance with district policy, procedures, and legal requirements.

Superintendent Action
A.    Review the recommendation and supporting information.
B.    Determine whether to present recommendation to board for approval (supervisor may be requested to attend.)
C.    Employ candidate at official board meeting noting the type of contract to be issued.
D.    Notify all unsuccessful candidates, both those selected for interview and those not selected.  If interested in applicant as a potential substitute include request to apply for substitute position with notification.

Issuing Contracts
A.    Secure official statements regarding the work experience from previous employers.
B.    Verify documents, which establish his/her identity, and attest in writing to his/her eligibility to work in this country.
C.    Conduct criminal history and sexual misconduct background checks.
D.    Evaluate transcript in terms of salary schedule placement criteria.
E.    Issue appropriate contract – Leave Replacement, Provisional, Supplemental, Retire/Rehire, Extracurricular
F.    Issue appropriate business forms and payroll information.
G.    Register teaching certificate.

 

First enacted:  10.07.03
Stanwood-Camano School District
Revision Date:  05.11.04, 11.17.15