|
Personnel |
4114.1-AR |
CERTIFICATED PROMOTION
A.
Purpose and Scope
To set
forth regulations regarding selection from certificated personnel for
administrative/promotional positions
B.
General
1.
Since
the actions of both the paper and oral screening committees affect in a
significant way the professional career of a respective candidate, it must be
understood and accepted by each participating member that all activities of
these respective committees, i.e., all discussions, recommendations,
membership, candidates, interviews, etc., shall be held in strict confidence.
2.
Each
member who serves on either the paper or the oral screening committee shall be
professionally obligated to adhere to the "Code of Ethics of the Teaching
Profession," operating within the framework of confidentiality stressed
above.
C.
Forms Used and Additional References
None
D.
Procedure
1.
Posting-Application Procedure
a.
Vacancies
shall be adequately publicized. A notice shall be posted at every school,
clearly setting forth a description of the qualifications for the position,
including the duties and salary. The district shall inform interested
candidates regarding vacancies which occur during times other than the regular
school year by means of the district recording device and posting in the
Personnel Office.
b.
Such
notices shall be posted a minimum of six working days or as far in advance as
possible.
c.
Certificated
personnel who desire to apply for such vacancies shall submit their
applications in writing to the Assistant Superintendent, Personnel Services,
within the time limit specified in the notice.
d.
When
equal qualifications prevail (i.e., professional training, experience,
recommendations, ability, and other such characteristics) between a
e.
All
vacancies excepting the position of superintendent shall be filed in the manner
prescribed by the administrative procedure.
At the
conclusion of the application period for an administrative/promotional
position, both paper and oral screening procedures will be followed as
described under numbers 3 and 4 below.
2.
Structure and Procedure of Paper Screening Committee
a.
Membership
of Committee
1)
The
Assistant Superintendent, Personnel Services, may contact the teacher's
association president and request that two representatives be selected to
participate in a paper screening committee to review the applications of
specific candidates applying for a given position.
The
respective association representative shall not be eligible to serve on both
the paper and the oral screening committees pertinent to a given position.
2)
Whenever
appropriate, a member of the community will be selected by the Assistant
Superintendent, Personnel Services, to participate in the paper screening.
3)
Two
members of Management selected by the Assistant Superintendent, Personnel
Services
4)
Assistant
Superintendent, Personnel Services
b.
Procedure
1)
The
paper screening committee shall select candidates who, by majority consensus of
the committee, represent the best qualified applicants.
2)
The
criteria considered in reaching this committee consensus are:
a)
The
individual committee member's evaluation of the professional recommendations
contained in the Placement File.
b)
A
review of the candidate's credentials, degrees, experience and a comparison
made with the stated requirements.
c)
An
initial 1, 2, 3 ranking and grouping of all applicants done by each individual,
then compared within the committee to see if a consensus has been achieved with
respect to each candidate.
|
|
1 |
- |
above
average-surpasses minimum requirements |
|
|
2 |
- |
average-meets
minimum requirements |
|
|
3 |
- |
low-does
not meet minimum requirements |
d)
A
refinement of Step b(1) to reduce to the best
candidates.
e)
If
group 1 needs more candidates, group 2 shall be reviewed and those deemed best
qualified move into group 1, again to build toward a field of strong
candidates.
3)
Personal
calls will be made by the Assistant Superintendent, Personnel Services, to the
supervising administrator of the applicants to check on specific details, e.g.,
leadership qualities, curriculum background, reaction to pressure, verification
of service, etc. Any information that has bearing shall be presented to the
screening committee.
3.
Structure and Procedure of Oral Screening
a.
Membership
of Committee
1)
The
Assistant Superintendent, Personnel Services, may contact the teacher's
association president and request that two representatives be selected to
participate in an oral screening committee to interview specific candidates
applying for a given position.
The
respective association representative shall not be eligible to serve on both
the paper and the oral screening committees pertinent to a given position.
2)
Whenever
appropriate, a member of the community will be selected by the Assistant
Superintendent, Personnel Services, to participate in the oral screening.
3)
Two
members of Management selected by the Assistant Superintendent, Personnel
Services.
4)
Assistant
Superintendent, Educational Services, or designee.
5)
Assistant
Superintendent, Personnel Services
6)
The
superintendent may participate at his discretion.
b.
Procedure
1)
The
oral screening committee will be convened and provided information by the
Assistant Superintendent, Personnel Services, relative to the interviewee's
professional qualifications and background.
2)
During
the interview session, the representatives on the committee should ask
questions which will give evidence of the qualifications of the respective
candidate.
3)
Each
committee member at the conclusion of all interviews will be asked to rank his
choice of the screened candidates. An opportunity will be extended to each
member to cite the strengths and/or weaknesses of the candidates as support for
his indicated ranking.
4)
The
committee members will be asked to discard or indicate their lowest ranking
candidates, thereby leaving only the top two or three choices.
5)
Generally
a consensus will have been reached at this point as to the top two or three
candidates. If consensus is not reached, the matter will be reported to the
superintendent for appropriate action.
6)
After
consensus, a thorough review of the strengths and weaknesses of those top
candidates will take place and finally the committee, through a process of
ranking, will arrive at a consensus as to the top persons.
7)
The
superintendent, who is in essence an ex-officio member of the committee, has an
opportunity to delve into the reason or the rationale for the recommendation
which the committee presents. It should be pointed out that in every interview
the superintendent has the right, and generally exercises it, to pose some
questions to each interviewee.
8)
The
recommendation coming from the oral screening committee, although only
advisory, shall be presented in writing to the superintendent with one copy
retained by the Assistant Superintendent, Personnel Services. It is pointed out
to that committee that the superintendent has the right to accept, reject, or
subsequently select another person from among the candidates or request readvertisement.
9)
The
superintendent shall present his recommendation in writing to the Board of
Education.
10) The Board of Education has the
prerogative of rejecting the superintendent's recommendation.
11) All applicants shall be notified as
to the status of their candidacy for the respective position. Applicants who do
not proceed to the oral screening committee will be notified as to the status
of their candidacy. Applicants who are finalists in the oral interview sessions
will be notified after appropriate action by the Board of Education.
E.
Reports Required
1.
Recommendations
of Oral Screening Committee to the superintendent
2.
Recommendations
of superintendent to Board of Education
3.
Notification
to candidates of their status
F.
Record Retention
Personnel
Services
G.
Responsible Administrative Unit
Personnel
Services
H.
Approved by:
|
Nicholas
A. Siokos |
|
Keith
T. Larick |
|
|
Responsible
Division Head |
Date |
Superintendent |
Date |