File: GCE/GCF-R

Professional Educational Staff Recruiting/Hiring

Applicationsof licensed personnel to be employed by CSDB will be processed according to this procedure. Short-term, temporary or interim appointments may be made directly by the superintendent, without following the advertising procedure.

Vacancies

Vacancies will be advertised by the human resources office (based upon an approved to request to fill the vacancy; i.e., Form 43), and will be distributed based upon job requirements, timelines, and appropriate criteria as determined by the human resources office.

The human resources office, in consultation with the program administrator, shall determine the requirements for the vacant position, subject to the approval of the superintendent. Such requirements will be documented via a formal job description.

The official job announcement shall include: a description of the job, minimum qualifications, any preferred qualifications, application procedures and deadline, terms/conditions of employment, and the CSDB ‘Equal Opportunity Employer’ statement.

Applications

All applications will be submitted to the human resources office.

Initial Screening

The human resources office will screen all applications for minimum qualifications and will determine if the applicant meets the requirements of the No Child Left Behind Act of 2001 (NCLB) for designation as a highly qualified teacher. The human resources office will communicate information pertinent to the job and to the employment process with applicants. Applications are then forwarded to the appropriate program administrator for further evaluation, in accordance with these procedures.

Placement Interview

The appropriate program administrator will determine the structure of the selection process and will select an interview committee. The committee will screen all applications that passed the initial screening and evaluate all applications in accordance with objective criteria established by the program administrator and in consultation with the human resources office as needed. The top applicants will be invited to interview. The interview committee will conduct all interviews and will use objective, pre-established interview questions / processes. The objectives of the interview process are to:

  • Determine those applicants who are most qualified for the position.
  • Determine the suitability of those applicants for the specific position/assignment.
  • Determine the best candidate(s) for the position.
  • Discuss with the candidate(s) any program information pertinent to the job.

In the selection of all teachers and special service providers, the principal or program administrator will participate in the interview of qualified applicants.

In the selection of program administrators, the superintendent will conduct the interview of qualified applicants as deemed appropriate

Selection

The program administrator may conduct reference checks on the candidate(s) identified by the placement interview. The program administrator will further evaluate the qualifications of the candidate(s), and will recommend an employment offer to the superintendent. Such recommendation will include but not be limited to information concerning the qualifications of the candidate(s) relative to No Child Left Behind Act of 2001 (NCLB) highly qualified teacher requirements.

The superintendent will authorize the employment offer, pending final approval by the Board of Trustees, in accordance with CSDB Policy BBA, School Board Powers and Responsibilities.

Employment Offer

The program administrator communicates the employment offer (pending final approval by the Board of Trustees) to the successful candidate(s) for teacher and special service provider positions after being authorized to do so by the Superintendent. The program administrator will notify all other candidates, not selected, of the results of the interview process.

The human resources office will address salary classification for teacher and special service provider positions and will conduct background checks on all candidate(s) selected for hire, in accordance with CSDB Policy GBED*, Background Checks.

The superintendent communicates the employment / salary offer to the successful candidate(s) for program administrator positions (pending final approval by the Board of Trustees). The superintendent will notify all other candidates, not selected, of the results of the interview process.

Issued: June 1986

Revised: February 1994

Adopted and revised by the Superintendent: January 10, 2012

Revised and adopted by the Superintendent: March 10, 2015

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