4000 Personnel

4100 General

4150 Assignment and Transfer

4154 Employment Process

Purpose

To establish a uniform procedure for employing school district personnel with necessary safeguards relating to the budget, civil rights, and other legal and ethical practices.

Responsibility

Only the Board of Education has the power to employ and fix the salary of any employee.

The Superintendent of Schools has the responsibility to make recommendations to the Board for employment, non-reemployment and dismissal and has the authority to transfer personnel.

The Principal or Supervisor has the responsibility to submit recommendations to the Superintendent regarding employment, assignment, transfer and dismissal of all personnel assigned to the school under his/her supervision.

Procedure

1. The Principal or supervisor may request a position or replacement any time the need arises.

2. The request will go to the Personnel Office which will review, prepare, and/or change the job description.

3. The decision will be forwarded to the Superintendent for approval.

4. If approval to hire or replace is given, then a notice of vacancy will be posted in accordance with District regulations by the Personnel Office.

5. Applications will be sent to the Personnel Office and will be available to supervisors to review.

6. Request for licensure and licensure verification will be checked by the Principal or supervisor.

7. Reference checks and work references will be checked by the Principal or Supervisor.

8. Principals or Supervisors will review, initial and date each complete application that is currently on file before making a recommendation to the superintendent.

9. Prior to hiring, the personnel office will:

a. Check with the Colorado Department of Education to determine if there is any information on record indicating the applicant has been convicted of a crime involving unlawful sexual behavior or unlawful behavior involving children. The department's records will indicate if the applicant has been convicted of, pled nolo contendere to or received a deferred sentence or had his certificate annulled, suspended or revoked for such crimes. The department also will provide any available information to indicate whether the applicant has been dismissed by or resigned from a school district as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior which was supported by credible evidence.

b. All classified applicants recommended for a position in the district shall submit a set of fingerprints and a notarized form with information about felony or misdemeanor convictions as required by law. Applicants may be conditionally employed prior to receiving the fingerprint results.

c. Bookkeepers - The Director of Finance will be involved in all screening, interviews and hiring. In addition to standard screening procedures, a credit and reference check will be completed on all final bookkeeper applicants.

10. The employee will not work until the Superintendent has made the decision to recommend to the Board. He or she may then be put on as a temporary employee until the Board officially hires at its regular Board meeting.









Adopted: 11/15/83
Revised: 2/17/88
Revised: 11/29/90
Revised: 3/16/99
Revised: 1/6/03
Revised: 9/28/06

Moffat County School District RE-1 Regulation 4154