SUBJECT: Staff Selection Guidelines—Licensed
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- Board Policy
It is the policy of the Board to employ the most qualified personnel to fill any position. The Board is an equal opportunity employer and desires to maintain a high level of performance and satisfaction. The Board delegates to the District Administration the responsibility of developing guidelines for selection of licensed personnel.
- Administration Policy
The Administration shall seek to employ the most able and highly qualified persons available for positions requiring licensure. Selection shall be made in accordance with the following guidelines:
Guidelines
- Application forms furnished by the District shall be properly filled out, dated, and filed with the Personnel Office. Applications shall be renewed annually to remain effective.
- Applicants must have a valid certificate issued by the State Board of Education, Division of Teacher Personnel, for the position in which they are making application.
- The Administration shall review applications and shall evaluate applicants on the basis of qualifications for available positions.
- The Administration shall review applications and shall evaluate applicants on the basis of qualifications for available positions.
- As much appropriate information as possible should be reviewed to assist in selecting the best candidates. Written evaluations or descriptive reports on his/her practice teaching or full-time teaching performance shall have been reviewed. Comparable relevant information shall be maintained on non-teaching candidates.
- Independent opinions of at least two other individuals shall be solicited from employment or performance records of activities and information.
- Whenever possible, applicants shall be interviewed by other concerned members of the Administration or the school principal before final recommendation is made.
- The interview shall be designed to enable the District personnel to learn about those factors which may be only partially shown by an application and supplementary data.
- In instances where a single interviewer is authorized to interview an individual, the data in the personnel folder shall be inclusive and consistent. The interviewer shall have access to the professional opinion of at least two additional persons who know the candidate well.
- Nepotism
- No one with supervisory responsibility shall hire or recommend for hire any “relative” as defined in Utah Code 52-3-2: “father, mother, husband, wife, son, daughter, sister, brother, uncle, aunt, nephew, niece, first cousins, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law or daughter-in-law. Furthermore and in addition to Utah Code, the following individuals will also be considered a “relative”: grandparents, grandchildren, any corresponding step or adoptive relative, or anyone residing on a permanent basis in an employee’s home.
- No employee shall be directly supervised or evaluated by a relative. Family members are described in F.1 may not be employed under the same immediate supervisor, defined as the authorized evaluator for the employee
- Employees hired prior to adoption of this policy are exempt from this guideline except when the proximity of relatives is found to be creating problems.
- The hiring of relatives is also prohibited if it results in a conflict of interest with vendors of the District.
- In the event of a lack of candidates, a need for specialized skills or unique circumstances, the restriction against hiring relatives may be waived in the best interest of the District upon recommendation of a review committee comprised of the Superintendent and appropriate administrator or director, and upon approval of the Board.
- Upon completion of the selection process, the selected applicant shall be recommended to the Board by the Superintendent.
- Employment assignments shall be reviewed annually.
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