SUPPORT STAFF RECRUITING AND HIRING

(Urban Districts)

 

To provide a positive educational environment for students, the district must employ quality staff members.  It is the responsibility of the superintendent or designee to determine the support staff personnel needs of the school district and to locate suitable support staff candidates.  The superintendent will make recommendations for employment of contractual support staff members for the Board's approval.  The Board will employ personnel in accordance with law.

 

The Board delegates to the superintendent the authority to make decisions on the hiring, promotion, demotion or termination of all noncontractual support staff employees.

 

The district's hiring procedures will comply with all federal and state laws, including laws prohibiting discrimination.  The Advance R-IV School District is an equal opportunity employer and hires only citizens of the United States and persons who are legally authorized to work in the United States.  The Advance R-IV School District will enroll and actively participate in a federal work authorization program in accordance with law.

 

Recruiting and Advertising

 

Efforts will be made to recruit the best-qualified candidate for the position.  New or vacant positions will be posted for at least five business days in the district's buildings and publicized externally by other means as determined appropriate by the superintendent or designee.  However, if the superintendent or designee determines that it would be detrimental to wait five business days or that a longer period is necessary, the position will be advertised for the number of days deemed appropriate.  Further, if the same or similar position was recently advertised, the superintendent or designee may utilize applications previously received without re-advertising the position.  A position is not considered vacant if the superintendent or designee transfers or assigns an existing employee to the position, subject to Board approval.

 

Recruitment procedures will not overlook the talents and potential of individuals already employed by the school district.  Any current, qualified employee meeting the stated requirements may apply for new or vacant positions in the district.

 

All requests for information concerning vacancies in the district shall be directed to the superintendent or designee.

 

Screening Process

 

Persons interested in positions in the district must complete a formal application and provide all necessary information requested by the superintendent or designee.  The superintendent or designee shall conduct interviews, review references and obtain other information as deemed necessary.

 

The superintendent or designee will conduct background checks on employees and applicants for employment in accordance with law and Board policy.

 

Any applicant who provides false information or any document referencing false information will immediately be removed from consideration.

 

Hiring

 

A position will be filled by the Board of Education only after receiving the recommendation of the superintendent or designee.  All candidates will be selected on the basis of qualifications, training, experience and ability to fulfill the requirements of the position.

 

Before the Board votes to employ an applicant in a position that requires a license or other necessary certification, such as a nurse or an electrician, the superintendent or designee will verify that the applicant currently possesses the appropriate license or certification.  Upon the recommendation of the superintendent or designee, the Board may approve the employment of an applicant for a position for which the individual does not have a current license or necessary certification, but the employment will be conditioned upon the applicant obtaining the license or credential by a district-specified deadline.  The superintendent or designee will also reverify licenses and certifications once they are renewed.

 

All applicants for a particular position will be promptly notified once the position has been filled.

 

Board Members

 

The district will not accept an application of employment from a Board member, consider a Board member for employment or decide to employ a Board member while the member remains on the Advance R-IV School District Board of Education.  Board members who wish to apply for employment in the district must first resign from the Board.

 

Spouses of Board Members

 

In accordance with law, a Board member's spouse will only be hired to fill a vacant or new position if the position has been advertised in accordance with this policy and the superintendent has submitted a written recommendation supporting the employment of the spouse.  If a Board member's spouse is hired, the names of all applicants for that position and the name of the individual hired will be included in the appropriate Board minutes.

 

Critical Shortage

 

In accordance with law, the district will hire individuals receiving retirement benefits from the Missouri Public Education Employee Retirement System to work full time only if the district has determined that it has a shortage of noncertificated employees.  The district may only hire retired employees under this program if it has:

 

1.         Made a good-faith effort to fill positions with candidates who have not retired.

 

2.         Not offered early retirement incentives for either of the previous two years.

 

3.         Posted the vacancy for at least one month and solicited applications through local newspapers or other media.

 

4.         Determined that there is an insufficient number of eligible applicants.

 

5.         Declared a critical shortage of noncertificated employees that is active for one year.

 

The total number of retired noncertificated employees hired under this section cannot exceed at any one time the lesser of ten percent of the total noncertificated staff in the district or five noncertificated employees.

 

Eligibility for Public Service Loan Forgiveness

 

In accordance with law, the district will provide current, accurate and complete information to each new employee regarding eligibility for public service loan forgiveness.  The notice will be provided within ten days following the start of employment.

 

                                                                    * * * * * * *

 

 

Note:   The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or forms for related information.

 

Adopted:        

 

Revised:         

 

Cross Refs:      AC, Prohibition against Discrimination, Harassment and Retaliation

BBFA, Board Member Conflict of Interest and Financial Disclosure

DD, Grants

 

MSIP Refs:     R-10

 

Legal Refs:      '' 105.255, .1445, 162.261, .511, 168.133, 213.010, .055, .070, 285.530, 290.400 - .410, 335.075, RSMo.

Immigration Reform and Control Act of 1986, 8 U.S.C. ' 1324a

Title IX of the Education Amendments of 1972, 20 U.S.C. ' 1681

Equal Pay Act, 29 U.S.C. ' 206(d)

Age Discrimination in Employment Act, 29 U.S.C. '' 621 - 634

The Rehabilitation Act of 1973, Section 504, 29 U.S.C. ' 794

Family and Medical Leave Act, 29 U.S.C. ' 2615

Title VI of the Civil Rights Act of 1964, 42 U.S.C. '' 2000d - 2000d-7

Title VII of the Civil Rights Act of 1964, 42 U.S.C. '' 2000e - 2000e-17

Genetic Information Nondiscrimination Act, 42 U.S.C. '' 2000ff - 2000ff-11

Age Discrimination Act of 1975, 42 U.S.C. '' 6101 - 6107

Americans with Disabilities Act, 42 U.S.C. '' 12101 - 12213

 

Advance R-IV School District, Advance, Missouri