HR Policy 2.03(d)

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Screening of Candidates

1. Applications may be filed with the Human Resources Department at any time and will be on file for one (1) year from the date the application is received by the Human Resources Department.

2. The position supervisor must complete a Vacancy Notice and forward it to the Human Resources Department to set in motion the procedure for filling a position.

3. The Human Resources Department will prepare a job announcement and candidates must apply by 4:15 p.m. on the last day of the posting.

4. When a vacancy is not filled by an internal applicant, the Human Resources Department will review applications on file, compare the qualifications of those applicants to the requirements of the vacant position and refer up to five (5) qualified applicants to the supervisor/building principal for an interview.

5. If a target group is underrepresented 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 Officer indicates a good faith effort has been made.

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)/building principal will develop job related questions to ask each applicant at the interview.

2. The supervisor(s)/building principal will interview each applicant who has been referred by the Human Resources Department asking the same questions in the same order of each candidate. Follow up questions may be asked.

3. The supervisor(s)/building principal will make written notations of all individual applicant answers during or immediately following each interview.

4. The supervisor(s)/building principal will evaluate and rank all the applicants according to their skill and ability to perform the duties of the vacant position.

5. If the reference(s) are to be used in the selection decision by the supervisor(s), then the supervisor(s) must review the reference(s) completed by the Human Resources Department of all the candidates. Human Resources will solicit the same information from such reference(s).

6. When the supervisor(s) determines one of the applicants is the most qualified to do the job, he or she shall recommend that this applicant be appointed to the vacant position.

7. The supervisor(s) will contact the reference(s) of the successful candidate before the supervisor(s) recommends that such candidate be employed by the Board of Education.

8. The supervisor will notify all unsuccessful candidates.

1. The Human Resources Department will notify all 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 before he/she may begin employment.

4. All of the applicable employment forms must be completed by the candidate and approved by the Human Resources Department prior to recommending to the Board that such candidate be hired.

5. All offers of employment are subject to approval of the Superintendent and the Board of Education.