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Policy GCF-R
These procedures implement School Board policy GCF and are designed to establish a thorough, efficient and nondiscriminatory practice for the recruiting and hiring of the most qualified candidates for positions in the South Portland School Department.
Job Opening
A vacancy is created by a resignation or creation of a new position.
Recall list is reviewed if appropriate. Superintendent confirms that the position is open and approves posting the position.
A job description is written or revised by the administrator or appropriate staff member and will include goals and job expectations.
Job description is reviewed by Superintendent for final approval.
Notification
Notice of vacancy forwarded to the appropriate Association.
Notice of vacancy is posted in the individual schools and in Central Office.
Notice of vacancy is forwarded to newspapers, placement bureaus, and the Maine Department of Education when appropriate.
Application Requests
Applications may be requested by a candidate by letter, telephone, e-mail, etc.
An application will be mailed to the applicant, or available at Central Office.
The applicant may be referred to district website.
Receipt of Application
A completed application must be on the prescribed form and all credentials must be attached.
Complete applications will be separated by job description and a copy made if the person requests to be considered for more than one job opening.
The applicant will be logged into database per job applied for.
No candidate with an incomplete application will be interviewed.
Administrative Review
All applications will be screened by the Superintendent and/or Assistant Superintendent.
The administrator and his/her designee will review applications of potential candidates. If a former employee has submitted an application, the previous administrator will be contacted.
Candidates not to be considered will be notified by Central Office.
As part of the screening and/or interview process, the application will be dated, initialed, and rated by all who participate in the screening and interviewing process.
A copy of any job notification sent to the applicant is to be placed in applicant’s file.
Screening
The Superintendent or his/her designee will establish a job-related screening committee. The criteria for screening the application include:
Professional preparation
Experience
Competency
Added value to the position
Certification and Fingerprinting
Once the candidates are selected, an interview place and schedule will be determined by the administrator.
Candidates will be notified by telephone and given a time and place for the interview. The candidate will also be told at that time what materials s/he is expected to bring (i.e. portfolio, writing samples)
Interview
The interview team will meet prior to the first interview to review procedures and questions and to agree on candidate qualities. The criteria for assessing candidate qualities include:
Use of English, written and oral
Experience
Competency
Understanding of Standards Based System
Knowledge in Content Areas
Classroom management
Professionalism
Added value to the position
Confidentiality requirements will be reviewed and each member of the panel will submit the confidentiality form to the chair.
The same questions will be asked of all interviewees with clarifying questions being the only deviation from the process.
Rating sheets will be completed by each member of the interview team at the end of each interview and submitted to the chair.
Discussion of candidates and decision making should be left until the end of all the interviews.
Nominating the Candidate
The administrator will nominate a candidate to the Superintendent.
The cost center manager will complete an Employment Checklist (including reference checks) to submit to the Superintendent.
The checklist will accompany a copy of the job description and the candidates application packet.
All teaching candidates will be interviewed by the Superintendent.
Salary scale is determined and an offer is made.
Should the Superintendent fail to nominate the candidate recommended, additional recommendations will be made until a successful candidate is selected.
If a candidate is not found in the original process, the principal may seek further advertising of the position .
Appointment of Positions Needing Board Approval
After the position is offered and accepted, a “New Personnel” form and personnel file will be completed and submitted to payroll by the
Superintendent’s Secretary.
The Superintendent will inform the Board of the nomination at least 3 days prior to the meeting at which the Board action is requested, where feasible.
The Superintendent shall present a written nomination to the Board which will include a summary of the candidate’s qualifications, experience, training and a statement supporting the selection.
Should the Board fail to elect a candidate, further nominations will be submitted until a successful candidate is elected.
Once the candidate is nominated, elected and hired, the Business Office will prepare a contract and submit to the successful candidate.
The administrator shall inform all candidates interviewed of the decision of the panel.
Letters for district-wide and building level positions will be sent by the Office of the Superintendent of Schools.
Appointment of Positions Not Needing Board Approval
The Superintendent will return the Employment Checklist to the Cost Center Administrator.
The Cost Center Administrator will offer the position to the candidate.
Should the candidate accept, a “New Personnel” form is completed and submitted to Payroll.
A contract is issued by the Business Office.
The Superintendent’s Secretary will prepare a personnel file.
The Cost Center Manager shall inform all candidates interviewed of the decision of the panel.
Adopted: July 9, 2001
Revised: April 10, 2005
*Please excuse any formatting errors.
