Administrative Guideline - 2120a Selection of Professional Personnel


A.      The Board of Education shall make all appointments to positions on the basis of a person's professional qualifications. To implement the desire of the Board to appoint on the basis of merit only, all those who have responsibility for staffing should search diligently within and outside the system for qualified candidates to fill staff positions.

B.      Each position shall have a job description which shall include, but not be limited to, the following information:

the position title,
its function,
a listing of the responsibilities and authorities assigned to the position,
a description of the reporting and supervisory relationships of the position,

C.      When qualifications of candidates for a position are similar, preference shall be given to present staff members. Applications are invited for all staff openings from present staff members.


A.      The qualities desired beyond minimum certification requirements are:

formal training appropriate to the duties and responsibilities of the particular position;
experience, both quantitative and qualitative, related to the particular position;
demonstrated ability in the particular position;
demonstrated ability to work harmoniously with others, both with those of greater and lesser responsibility and authority;
evidence of high educational and professional standards;
demonstrated loyalty to the administration and other staff where presently employed;
evidence of commitment to professional growth;
evidence of professional work habits and conduct consistent with the ethics of the profession.

B.      Each candidate shall submit the following information in the form requested by the Corporation:

personal statistics, limited to those allowed by law;
certificates held;
record of educational and professional training (including transcripts);
record of experience applicable to the position, e.g. teaching, counseling, administration, etc.;
reports from references;
recent (six (6) months or sooner) health examination;


A.      Application Procedure

All letters of application and all placement office credentials shall come through the Human Resources Office which will note date of receipt, acknowledge the application, file those of promising candidates, and arrange for an investigation and possible interviews.

B.      Investigation Procedure

Checking of credentials should include, in addition to letters of reference, direct telephone calls to the person's recent supervisor(s) or employer. Such information shall be maintained in a confidential file restricted to supervisory and official use only so as to protect the source(s) of the information and the privacy of the applicant.

A biographical sketch is compiled which outlines in brief the candidate's training and experience and other pertinent qualifications.

All necessary certification, training, and experience is documented.
Pre-employment tests which are directly related to the position responsibilities may be administered, if applicable.

C.      Interview Procedure

(Not for Principals or Central Office Positions)

Upon receipt of all relevant information, applications will be routed to the appropriate department for review.

The appropriate administrator(s) shall independently review the applications and then reach consensus on the applicants to be interviewed.

Qualified candidates shall be scheduled for personal interviews as soon after receipt and review of application as possible.

After all interviews have been completed, employment recommendations will be submitted to the Superintendent who shall make the final recommendation to the Board.

Both successful and unsuccessful candidates shall be notified of the Corporation's employment decision.

D.      Procedure for Principals

If the opening is for a principalship, a screening committee consisting of Board members, members of the professional staff, parent(s), and student(s), if appropriate, shall be selected to assist in the interview process.

The screening committee shall participate in the planning of the interview sessions and the questions that will be asked all candidates.

At the end of the interview process, each member of the selection committee is to independently determine those candidates that s/he thinks should receive further consideration. Additional interviews and final recommendation shall be the responsibility of the Superintendent.

E.       Procedure for Central Office Positions

The interview/selection procedure for professional staff with administrative responsibilities at the Corporation level shall be established by the Superintendent, appropriate for the position.

During all phases of all screening, interviewing, and selection process, the Equal Opportunity Employment policy shall be adhered to by all personnel involved.


A.      After the Superintendent's approval, and with Board acceptance, the Superintendent shall make an offer of employment and remuneration and, upon acceptance by the successful candidate, initiate a contract or memorandum of employment which will include:

terms of employment including wages,
length of contract,
fringe benefits,
job title and person to whom responsible.

B.      Upon acceptance, the new staff member shall report to the Human Resources Office to fill out withholding tax, insurance, and any other necessary forms.

C.      All documents concerning employment shall be attached to the application and filed in the Human Resources Office.

D.      The new staff member is to be properly oriented by his/her supervisor.