PROP - Proposed Policies

7100 Recruitment and Selection of Personnel

7100 Recruitment and Selection of Personnel

 

  1. General Principles

It is the policy of the Board to provide all applicants for employment with equal employment opportunities and to provide current employees with training, compensation, promotion, and other benefits of employment without regard to race, color, religion, national origin, military affiliation, sex, age, or disability, except when sex, age or physical requirements are essential occupational qualifications.  All candidates will be evaluated on their merits and qualifications for positions.

The Board also is committed to diversity throughout the programs and practices of the school system.  To further this goal, the recruitment and employment program should be designed to encourage a diverse pool of qualified applicants.

  1. Recruitment

It is the responsibility of the Superintendent, with the assistance of the administrative staff, to determine the personnel needs of the school system and to locate suitable candidates to recommend for employment.  The Office of Human Resources shall maintain a continuous system of recruitment and selection of personnel in order to assure competent candidates for vacancies as needed.  The recruitment of employees should extend to a wide variety of educational institutions and geographic areas.  The recruitment effort should consider the characteristics of the school system and the need for a heterogeneous staff from various cultural backgrounds.  

All vacancies must be adequately publicized within the school system so that employees will be informed of opportunities for promotion or transfer to new jobs.  All vacancies must be posted in each school a minimum of 10 calendar days prior to filling the vacancies unless the Superintendent determines that emergency circumstances dictate shorter posting time.  Vacancies also may be publicized externally to attract qualified applicants.

  1. Applicant/Employee Information

All information provided by an applicant for employment or by an employee to the Office of Human Resources must be true, accurate, and complete. 

    1. Criminal History

Applicants must notify Human Resources immediately if they are arrested, charged with, or convicted of a criminal offense (including entering a plea of guilty or nolo contendere) other than a minor traffic violation (i.e., speeding, parking, or a lesser violation).  Notice must be in writing, must include all pertinent facts and must be delivered to Human Resources no later than the next scheduled business day following the arrest, charge, or conviction, unless the applicant is hospitalized or incarcerated, in which case the applicant must report the alleged violation within 24 hours after his or her release.  Upon judicial action in the matter, the applicant must report the disposition and pertinent facts in writing to Human Resources no later than the next business day following adjudication.

A criminal history check and a check of sex offender registries must be conducted on all final candidates for employment with the school system.  Criminal history checks must be conducted in accordance with state law and any procedures established by the Superintendent.

If a final candidate for employment or hiring as an independent contractor is found to have a criminal history, other than for minor traffic offenses, the Superintendent shall determine whether the individual is qualified for employment despite the criminal history by considering, among other things, whether the individual poses a threat to the safety of students or personnel or has demonstrated that he or she does not have the integrity or honesty to fulfill the duties of the position.  If the Superintendent recommends such a candidate to the Board for employment, the Board must be notified of the criminal history and the basis for the Superintendent’s determination.  No individual who is a registered sex offender subject to the provisions of policy 5022, Registered Sex Offenders, will be hired for any position with the school system.

In addition, each contract executed by the Board with an independent contractor or for services of independent contractors must require the contractor to check sex offender registries as specified in policy 5022, Registered Sex Offenders.

    1. Military Selective Service
  1. Selection
  1. Qualifications

Candidates for employment must be selected based upon their likely ability to fulfill duties identified in the job description as well as performance standards established by the Board.  In making the determination, the following information must be considered:

  1. application,
  2. education and training,
  3. licensure and certification (when applicable),
  4. relevant experience,
  5. personal interviews, 
  6. references, and
  7. background checks.

Vacancies will be filled by the most qualified and suitable applicants available and in accordance with equal opportunity employment requirements.  When several applicants for the same position are equally qualified and suitable for the position, employees within the school system will be given priority.

  1. Nepotism

When making recommendations for the selection and assignment of personnel, the Superintendent shall attempt to avoid situations in which one employee occupies a position in which he or she has influence over the employment status, including hiring, salary, and promotion, of another employee who is a member of the first employee’s family.  No administrative or supervisory personnel may directly supervise a member of his or her immediate family, defined as spouse, child, sibling, parent, father-in-law, mother-in-law, son-in-law or daughter-in-law.

  1. Employment Procedures

All applicants selected for employment must be recommended by the Superintendent and approved by the Board.  In situations in which the employee must be hired between Board meetings, the Superintendent is authorized to approve hiring such personnel, contingent upon approval by the Board at its next scheduled Board meeting.

State guidelines must be followed in selection and employment procedures.  The Superintendent shall develop any other procedures necessary to implement this policy.

The Superintendent shall develop procedures for verifying new employees’ legal status or authorization to work in the United States as required by law.

 

Legal References:

Age Discrimination in Employment Act of 1967, 29 U.S.C. 621 et seq.; Americans with Disabilities Act of 1990, 42 U.S.C. 12101 et seq.; Equal Educational Opportunities Act of 1974, 20 U.S.C. 1703; Equal Pay Act of 1963, 29 U.S.C. 206; Fair Credit Reporting Act, 15 U.S.C. 1681 et seq.; Military Selective Service Act, 50 U.S.C. Appx. 453; Rehabilitation Act of 1973, 29 U.S.C. 794; Title VII of the Civil Rights Acts of 1964, 42 U.S.C. 2000e et seq.; Title IX of the Education Amendments of 1972, 20 U.S.C. 1681 et seq.; Uniformed Services Employment and Reemployment Rights Act of 1994, 38 U.S.C. 4301 et seq.; 8 U.S.C. 1101 et seq.; G.S. 14-208.18; 114-19.2; 115C-36, -47, -332; 126-7.1(f), -16; 127A-202.1; 127B-10, -12, -14; 143B-421.1; 16 N.C.A.C. 6C.0313

Cross References:

Registered Sex Offenders (policy 5022)

Adopted:

December 14, 2009

Last Updated:

Legal References:
16 N.C.A.C. 6C.0313
Cross References:
5022
Adopted:
Last Updated: