HR Policy 2.03(b)

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External Staffing

1. When the decision has been made to fill a vacant position externally, the Human Resources Department will recruit applicants.2. If a target group is under-represented the department will review the applications to determine whether they are representative of the targeted group members' availability in the relevant labor market. If a review of the applications does not reflect such availability the department will extend the posting period and broaden its recruitment efforts unless the Affirmative Action Office indicates a good faith effort has been made.3. To announce the position the Human Resources Department may:

a) Place the announcement on its telephone recorded message of job opportunities, the Human Resources website, and other websites as appropriate.b) Post the announcement on some Madison Metropolitan School District bulletin boards located in the Administration Building;c) Send the announcement to the Job Service office;d) Mail the announcement to community-based advocacy agencies (to solicit applications from members of under-represented groups);f) Advertise in a local newspaper and community based target group advocacy newsletters/periodicals;g) Send the announcement to the schools.

4. The Human Resources Department will consider applications received by 4:15 p.m. on the last day of the announcement period and will also consider those applications received for a clerical/technical vacancy announced within the previous twelve (12) months, when the applicant has notified the Department by 4:15 p.m. on the last day of the announcement period that she/he wishes to be considered for the vacant position. 

1. The Human Resources Department grants warm-up time to all who take skill tests.2. The Department administers one typing test to each candidate and an appropriate word processing software test and retains the candidate's scores.3. The Department determines candidates' scores on the typing test (1) by counting the total strokes completed in five (5) minutes and dividing the total by five (5) (i.e., five (5) strokes per word); (2) by dividing the above total by five (5) (i.e., number of words per minute); and (3) by deducting one (1) point for each typing error (i.e., correct number of words per minute). 4. Other skills tests may be administered as appropriate based on the posted qualifications.

1. The Department will evaluate and rank those applicants who satisfy the minimum competency level for the job on skill tests. The criteria for ranking include the applicant's score on the skill tests, work history and experience, education and training that is relevant to the position specifications.2. After the Department has evaluated the qualifications of the candidates and ranked the candidates, the Department will refer up to five (5) candidates to the hiring authority.

1. The Director of the Human Resources Department or the Director's designee will inform the supervisor(s) of their responsibilities, the procedures and timetable to be followed and the District's Affirmative Action goals.The supervisor(s) will develop job related questions and ask the questions in the same order of each candidate. Follow-up questions may be asked.2. The supervisor(s) will make written notations of individual candidate answers during or immediately following each interview.3. The supervisor(s) will evaluate and rank the candidates according to their skill and ability to perform the duties of the vacant position.4. References may be completed to finalize the selection process when multiple candidates appear equally qualified.5. When the supervisor(s) determines one of the applicants is more qualified on the basis of skill and ability to do the job, he or she shall recommend that this applicant be appointed to the vacant position.6. Reference(s) must be completed on the candidate of choice before the supervisor(s) recommends that such candidate be employed by the Board of Education.7. Unsuccessful candidate forms are completed and submitted to Human Resources for those applicants not selected for the position. 

1. The Department will notify the successful and unsuccessful applicants.2. All inquiries concerning the employment policy and procedure will be referred to Human Resources.3. The candidate must satisfy the requirements of a physical examination if applicable before he/she may begin employment.4. All of the applicable forms must be completed by the candidate and approved by the Human Resources Department prior to recommending to the Board of Education that such candidate be hired.5. All offers of employment are subject to the approval of the Superintendent and the Board of Education.