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FILE:  GCD
CRITICAL

 

PROFESSIONAL STAFF RECRUITING AND HIRING

 


Because an effective educational program requires quality staff members, the Board and the administration of the St. Charles School District will make every effort possible to attract and retain the best-qualified personnel. The Board of Education will employ personnel in accordance with law.


The district's hiring procedures will comply with all federal and state laws, including laws prohibiting discrimination. All teachers and administrators must have valid certification to teach in Missouri schools. The district is an equal opportunity employer and hires only citizens of the United States and persons who are legally authorized to work in the United States. The St. Charles R-VI School District will enroll and actively participate in a federal work authorization program in accordance with law.


Recruiting


Efforts will be made to recruit the best-qualified candidate for the position. New or vacant positions will be posted for at least five (5) business days in the district's buildings and publicized externally by other means as determined appropriate by the superintendent or designee. However, if the superintendent or designee determines that it would be detrimental to wait five (5) business days or that a longer period is necessary, the position will be advertised for as many days as is appropriate. Further, if the same or similar position was recently advertised, the superintendent or designee may utilize applications previously received without re-advertising the position.


Recruitment procedures will not overlook the talents and potential of individuals already employed by the school district. Any current, qualified employee meeting the stated requirements may apply for new or vacant positions in the district. A professional employee of the district will be given extra consideration when competing with persons from outside the district.


The Assistant Superintendent of Human Resources shall advise all certificated personnel of vacancies and/or new positions that exist in the district if these vacancies occur or are known during the school year. If the vacancies become known during a time when school is not in session, a reasonable attempt will be made to notify those teachers who have indicated an interest in changing positions.


Certificated personnel who wish to be notified personally concerning jobs for which they qualify will be sent a copy of the vacancy notice after notifying the Assistant Superintendent of Human Resources of this desire in writing. The vacancy notice will be sent through interschool mail if school is in session or by mail if school is not in session. This request must be renewed annually.


All requests for information concerning professional staff vacancies in the district shall be directed to the Assistant Superintendent of Human Resources. Persons interested in positions in the district must complete a formal application and provide all necessary information requested by the Assistant Superintendent of Human Resources. The Assistant Superintendent of Human Resources shall conduct interviews, review references, process background checks and obtain other information as deemed necessary.


A criminal background check will be conducted on any person employed after January 1, 2005, before he or she has contact with any student. The district may reimburse the new employee for expenses incurred in obtaining a background check.


The district will report to the Department of Elementary and Secondary Education (DESE) if any certificated person has pled guilty or no contest to or been found guilty of a crime or offense, regardless of whether a sentence has been imposed, in this state, another state or another country that may put the person's certificate in jeopardy pursuant to § 168.071, RSMo.


Hiring


A position other than the superintendent's position will be filled by the Board of Education only after receiving the recommendation of the Assistant Superintendent of Human Resources. It is the policy of the Board of Education to employ highly qualified teachers post-secondary degrees from fully accredited universities and with the appropriate teaching certificates. In making recommendations, the Assistant Superintendent of Human Resources shall give first consideration to applicants who, in addition to proper general education qualifications, have special training and other qualifications for the particular type of vacancy to be filled. If a candidate is not acceptable to the Board, the Assistant Superintendent of Human Resources should recommend another candidate.


Before the Board votes to employ an applicant in a position that requires a certificate or other professional license, the superintendent or designee will verify that the applicant currently possesses the appropriate license or certification. The superintendent or designee will also reverify licenses and certifications once they are renewed. Any applicant found to have presented any document referencing fake academic credentials will immediately be removed from consideration.


All applicants will be promptly notified once a decision has been made on the position. As required by law, probationary teachers, principals, assistant principals and other certificated employees in positions ineligible for tenure, except the superintendent, shall be notified in writing concerning re-employment on or before April 15 of the year in which the current contract expires.


A spouse of a Board member will only be hired to fill a vacant or new position if the position has been advertised in accordance with this policy and if the superintendent has submitted a written recommendation supporting the employment of the spouse. If the spouse of a Board member is hired, the names of all applicants for that position as well as the name of the individual hired will be included in the appropriate Board minutes.


The district will not accept an application of employment from a Board member, consider a Board member for employment or decide to employ a Board member while the member remains on the St. Charles R-VI School District Board of Education. Board members who wish to apply for employment in the district must first resign from the Board.


If the district determines that it has a shortage of certificated teachers, the district may hire retired certificated teachers receiving retirement benefits from the Public School Retirement System to teach full time for up to two (2) years without loss of benefits to the teacher, if the district meets the requirements set by state law. The district may only hire retired teachers under this program if it has:

 

1.         Made a good-faith effort to fill positions with candidates who have not retired.

 

2.         Not offered early retirement incentives for either of the previous two (2) years.

 

3.         Posted the vacancy for at least one (1) month and solicited applications through local newspapers, other media or teacher education programs.

 

4.         Determined that there is an insufficient number of eligible applicants.

 

5.         Declared a critical shortage of certificated teachers that is active for one (1) year.


The total number of retired teachers hired under this section cannot exceed at any one (1) time the lesser of ten (10) percent of the total teacher staff in the district or five (5) certificated teachers. This provision does not apply to a retired certificated teacher employed as a superintendent.


Contracting


Unless the terms of the contract state otherwise, newly hired employees who receive a written contract must return the contract within 15 calendar days of the receipt of the contract, or the offer of employment will be deemed rejected.


Probationary teachers, principals, assistant principals and other certificated employees in positions ineligible for tenure, except the superintendent, will receive a contract no later than May 15 of the year in which the current contract expires. Once such an employee has received a contract, the employee will have 15 calendar days to sign and return the contract or the contract shall be deemed to have been rejected.


Tenured teachers shall be notified in writing by May 15 regarding the beginning date and length of the next school year and the amount of compensation to be received for the next school year as provided by the salary schedule adopted by the Board. A tenured teacher who does not notify the district of his or her intent to leave the district by June 1 is contractually bound to the district for the upcoming school year.


Equal Opportunity Employment Program


In order to ensure realization of the Board's equal opportunity goals, the Board has adopted a plan that is available for review in the administration building.


The goals of the Equal Opportunity Employment Program will be to:

 

A.        Provide job training and educational opportunities to help all employees grow in their jobs and prepare for advancement, assuring protected groups every opportunity to participate in such activity to prepare them for positions at all levels.

 

B.        Assist all employees to secure positions, commensurate with their skills and knowledge, assuring equal access to promotion or advancement.

 

C.        Resolve efficiently concerns and grievances of all employees and prospective employees that may arise in connection with the Affirmative Action Program.

 

D.        Review all decisions and actions in light of their potential for strengthening interpersonal relationships.


* * * * * * *


Note:  The reader is encouraged to check the index located at the beginning of this section for other pertinent policies and to review administrative procedures and/or forms for related information.

 

Adopted:         10/14/1993

 

Revised:          06/08/1999; 05/12/2005; 07/09/2009; 08/12/2010; 07/14/2011

 

Cross Refs:     AC, Prohibition Against Illegal Discrimination and Harassment

BBFA, Board Member Conflict of Interest and Financial Disclosure

DD, Grants

 

MSIP Refs:     5.1, 8.4

 

Legal Refs:     §§ 105.255, 162.301, 168.101 - .130, .283, 169.331, .596, 213.010, .055, .070, 285.530, 290.400 - .410, 335.075, RSMo.

Immigration Reform and Control Act of 1986, § 8 U.S.C. 1324a

Title IX of the Education Amendments of 1972, 20 U.S.C. § 1681

Fair Labor Standards Act, Equal Pay Provisions, 29 U.S.C. § 206(d)

Age Discrimination in Employment Act, 29 U.S.C. §§ 621 - 634

Rehabilitation Act of 1973, 29 U.S.C. § 794

Family and Medical Leave Act, 29 U.S.C. § 2615

Title VI of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000d - 2000d-7

Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e - 2000e-17

Genetic Information Nondiscrimination Act, 42 U.S.C. §§ 2000ff - 2000ff-11

Age Discrimination Act of 1975, 42 U.S.C. §§ 6101 - 6107

Americans with Disabilities Act, 42 U.S.C. §§ 12101 - 12213


St. Charles School District, St. Charles, Missouri

 

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