2070 - Hiring and Interveiwing Policy
When hiring, Piute County School District will not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation or gender identity, disability or age in compliance with state and federal law. It is the policy of Piute County School District to ensure fair and equitable treatment of all candidates in the interviewing and hiring process and to observe all applicable state and federal laws related to hiring, including but not limited to laws governing nepotism, conflicts of interest, and discrimination. Under the direction of the Board of Education, the Superintendent will work with directors and building administrators to select a hiring committee that will carry out this policy.
1. A hiring committee will be used with all new hires that are contracted employees.
2. The hiring committee will conduct interviews and select the best candidate based on objective criteria designated in advance and will not rely on subjective bias of any kind.
3. The Superintendent or his designee will serve on all hiring committees. One or two board members may serve on all hiring committees except when hiring for positions of Superintendent, Business Administrator or building Principal, all board members shall serve on the hiring committee. Principals and Directors will serve on hiring committees for positions opening in their buildings or content areas.
4. Superintendent, Principals, and Directors may ask other educators, paraprofessionals, student council members or community members to serve on a hiring committee and participate in the interview process.
Pre-Interview Selection Committee
1. An objective Pre-Interview Selection Committee may be used where there are numerous applicants for any one position in order to narrow the selection.
2. The superintendent or designee will select the Pre-Interview Selection Committee. The superintendent will ensure that committee members do not have conflicts of interest and use objective criteria in their review of applicants.
3. The Pre-Interview Selection Committee will not discriminate on the basis of race, color, religion, national origin, sex, sexual orientation or gender identity, disability or age. An objective rubric will be use in selecting candidates for interviews.
4. The Pre-Interview Selection Committee will make recommendations from the pool of applicants to the hiring committee for applicants to be interviewed.
5. The Pre-Interview Selection Committee members will maintain confidentiality about applicants it recommends to the Hiring Committee.
The hiring process:
1. Objective rubrics will be used and scored to assess and identify the most qualified candidates for positions. Hiring Committees will make every effort to review resumes, experience, or other vital information prior to the interview in mitigating bias and lead to an objective hire.
2. The Hiring Committee will select a candidate and the District Superintendent or building principal, or direct supervisor will offer the selected candidate the position, and will inform the Board of the decision.
3. If the Board determines there are procedural errors in the hiring process or that the hiring committee did not comply with the District’s policy against discrimination, or that the hiring committee failed to rely on objective criteria in selecting the most qualified candidate the Board may veto the hiring committee selection.
4. If the Board vetoes the Hiring Committees selection, the Hiring Committee will offer the position to the second most qualified candidate.
5. Consistent with Utah Code §53A-6-402, the designated supervisor will seek to obtain references and a discipline record from at least the most immediate prior employer of an individual before hiring the individual.
6. If the new hire is a licensed educator, the educator’s offer is subject to the superintendent’s review of the new hire’s CACTUS file and/or obtaining references from the Utah State Office of Education.
7. Confidentiality will be maintained throughout the interview/hiring process.
Hiring and Transition of new employee into job function and position
The Principal will provide an initial orientation and support system to the new teacher; this will include but is not limited to:
1. Assigning a mentor teacher
2. Providing a conference with the new teacher and mentor teacher and develop a mentor plan that will align with the state EYE program and teacher/school needs.
3. Review with the teacher the evaluation process and conduct two evaluations and conferences a year with new teacher
4. Will meet with the new teacher and review job description and expectations for the position.
5. Monitor progress and provide guidance and support during provisional status-if intervention is necessary; the new teacher will be placed on a plan of assistance with goals, expectations and progress monitoring.
6. Ensure new teacher in receiving and participating in effective professional development
7. Coordinate with Cactus Coordinator and district office on licensing for new teacher-APT, Site, SAEP-other. Keep the new teacher informed.
8. Ensure background checks are complete
The Superintendent will provide an initial orientation and support system to the new Principal/Director; this will include but is not limited to:
1. Assigning a mentor administrator.
2. Providing regular conferencing with the new administrator and mentor administrator and develop a mentor plan that will align with the state leadership standards and goals of the new administrator and district.
3. Review with the new administrator the evaluation process and conduct evaluations and conferences each year with new administrator.
4. Will meet with the new administrator and review job description and expectations for the position.
5. Monitor progress and provide intervention where needed. If corrective intervention is necessary; the new administrator will be placed on a plan of assistance with goals, expectations, and progress monitoring.
6. Ensure new administrator in receiving and participating in effective professional development and specified training for their job function.
7. Coordinate endorsement and licensing with cactus coordinator and keep new administrator informed.
8. Ensure background checks are complete.
All other hires
Principals will ensure:
1. Training and PD is provided for new hire
2. Transition mentor is assigned
3. Transition plan in place
4. Conferencing as needed
5. Plan of assistance provided if intervention is needed
6. Ensure background check is complete
7. Ensure proper credentials are met for job function
8. Review of job description and expectations for the position