HR Policy 2.03(g)

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Subject: EMPLOYMENT PROCEDURES: TEACHERS
Source(s): Board Policy 8005

Annual Open Enrollment Period

    1. The enrollment period for filing applications for employment as a teacher is during the month of March of each year. No other applications will be considered for the applicant pool except as set forth in Paragraph 2 below.
    2. The enrollment period may be extended for those certification areas in which there is a shortage of teacher applicants or an underrepresentation of minority teacher applicants in the Madison Metropolitan School District.
    3. During the month of March each prospective teacher applicant who contacts the Human Resources Department is given a teacher application form and information sheet.
    4. The employment procedures for employing teachers are subject to modification as it relates to applicants who reside outside the State of Wisconsin to accommodate the District's Affirmative Action Policy and the District's Affirmative Action Recruitment Plan.

Applications

    1. An application is complete when credentials in the Madison Metropolitan School District file include:
      • College transcript,
      • A completed application form,
      • At least three (3) letters of reference from previous employers or references from cooperating teachers or college professors, supervisors of student teaching, or principals.
    2. Completed applications will be entered into the applicant pool for the current academic year.
    3. Completed applications will be entered into the applicant pool for another academic year if the applicant submits a completed re-enrollment form during the month of March or during the extended open enrollment period.

Screening of Applicants

    1. The Human Resources Department or designee(s) rates the credentials that accompany each completed application. Criteria for such ratings shall include but not be limited to (a) The applicant's overall grade point average and course review, (b) evaluations by cooperating teachers and supervisors of the applicant's behavioral and classroom management, interactive skills, communication skills, planning and presentation in the classroom.
    2. When vacancies in a certification area are anticipated, the Human Resources Department may schedule a pre-employment interview for some applicants who have been placed in the active applicant pool.

      Interview scores are recorded and reviewed when a candidate is under consideration for referral to a vacancy.

Filling a Vacancy for Regular Staff (Includes Hearing and Visually Impaired, Speech and Language, SAM Program, U.W. Hospital Programs, Psychologists, Physically Handicapped, Social Workers, Physical and Occupational Therapists, and Nurses)

    1. The position supervisor(s) must complete a Vacancy Notice and forward it to Human Resources Department. When a new position is to be filled, the Assistant Superintendent or Superintendent must approve the request to fill the vacant position.
    2. When a vacancy occurs the Human Resources Department refers to the direct supervisor(s) the names of up to 5 applicants with the required certification and qualifications from the active applicant pool.
    3. The direct supervisor(s) reviews the credentials of the applicants who have been referred by the Human Resources Department and interviews all such applicants. The direct supervisor(s) shall develop job related questions and ask all candidates the same questions. Follow up questions may be asked.
    4. If the reference(s) are to be used in the selection decision by the supervisor(s), then the supervisor(s) must contact the reference(s) of all the candidate(s) and solicit the same information from such reference(s).
    5. 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.
    6. The direct supervisor(s) completes a written recommendation for employment for the applicant he or she selects, and an "unsuccessful candidate" form for each applicant not chosen.

Filing a Vacant Position for Counselor, Bilingual, ESL, Art, Music, Physical Education, and All Special Education Classroom Teachers

  1. The position supervisor(s) must complete a Vacancy Notice and forward it to the Human Resources Department. When a new position is to be filled, the Assistant Superintendent or Superintendent must approve the request to fill the vacant position.
  2. When a vacancy occurs the Human Resources Department refers to the appropriate Coordinator names of up to five (5) applicants with the required certification and qualifications from the active applicant pool.
  3. The Director of the Human Resources Department or the Director's designee will inform the Coordinator of his/her responsibility, the procedure and timetable to be followed and the District's Affirmative Action goals.
  4. The Coordinator reviews the credentials of the applicants who have been referred by the Human Resources Department and interviews all such applicants. The Coordinator shall develop job related questions and ask all candidates the same questions. Follow up questions may be asked.
  5. The Coordinator refers up to three (3) candidates to a Principal.
  6. The Principal reviews the credentials of the candidates referred by the Coordinator in the Human Resources Department and interviews all such applicants. The Principal shall develop job related questions and ask all candidates the same questions. Follow up questions may be asked.
  7. The Principal shall consult with the Coordinator relative to the candidates he/she interviewed to fill the vacancy prior to making a recommendation to hire an individual.
  8. If the reference(s) are to be used in the selection decision by the Principal, then the Principal must contact the reference(s) of all the candidate(s) and solicit the same information from such reference(s).
  9. The Principal will contact the reference(s) of the successful candidate before the Principal recommends that such candidate be employed by the Board of Education unless the Principal is informed that a successful reference check has already been made.
  10. The Principal completes a written recommendation for employment for the applicant he/she selects, and an "unsuccessful candidate" form for each applicant not chosen.

Notification and Offer of Employment

  1. All inquiries concerning the employment policy and procedure will be referred to Human Resources.
  2. The Human Resources Department sends a preliminary offer of employment to the applicant selected and submits the recommendation for employment to the Superintendent and the Board of Education for its approval when it has received the applicant's acceptance of the preliminary offer.
  3. All successful applicants must submit their Wisconsin teaching license to the department as well as satisfy the requirements of a physical examination and crime records check before they 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 of Education that such candidate be hired.
  5. All offers of employment are subject to approval by the Superintendent and the Board of Education.
  6. After receipt of license and Board of Education approval, the teacher will be issued a contract.

October 1992