Policy 4111: Recruitment And Selection

Status: ADOPTED 8-12-2021

The Governing Board is committed to employing highly qualified, culturally representative individuals to effectively carry out the district's vision, mission, and goals. In an effort to attract and retain staff reflective of and more able to serve our students and families, multi-lingual applicants with both English and Spanish fluency are strongly preferred.

The Superintendent or designee shall develop equitable, fair, and transparent recruitment and selection processes and procedures that ensure individuals are selected based on demonstrated knowledge, skills, and competence and not on any bias, personal preference, or unlawful discrimination. The established recruitment and selection processes and procedures are subject to Governing Board review and approval and shall be revisited annually to maintain alignment with current district LCAP goals. When a vacancy occurs, the Superintendent or designee shall review the job description for the position. All new job descriptions shall originate from a standard template that integrates relevant values, qualifications, as well as Governing Board and LCAP goals.

The standard template will be revised annually and approved by the Governing Board. All new job descriptions shall be vetted and approved by the Governing Board and the collective bargaining unit, if required. The Superintendent or designee shall disseminate job announcements widely to multiple agencies, diverse networks, and various job sites in order to ensure a broad range of candidates. The district's selection procedures shall include screening processes, interviews, recommendations from previous employers, and teaching observations, to identify the best possible candidate for a position. The Superintendent or designee will establish an interview committee to rank candidates and recommend finalists to the Governing Board. The selection committee shall represent administration, staff, parents, and students.

During job interviews, applicants may be asked to describe or demonstrate how they will be able to perform the duties of the job including their understanding of equity and rural and distant populations. All discussions and recommendations shall be confidential in accordance with law. No inquiry shall be made with regard to any information prohibited by state or federal nondiscrimination laws. The Superintendent or designee shall not inquire, orally or in writing, in regard to an applicant's salary history information, including compensation and benefits. He/she/they shall also not rely on salary history information as a factor in determining whether to offer employment to an applicant or the salary to offer. However, the Superintendent or designee may consider salary information that is disclosable under state or federal law or that the applicant discloses voluntarily and without prompting. Upon request, the Superintendent or designee shall provide the applicant the pay scale for the position to which he/she/they is applying. (Labor Code 432.3)

For each position, the Superintendent or designee shall present to the Board one candidate who meets all qualifications established by law and the Board for the position. No person shall be employed by the Board without the recommendation or endorsement of the Superintendent or designee. Incentives With Board approval and in accordance with district needs, the district may provide incentives to recruit teachers, administrators, or other employees, such as signing bonuses, assistance with beginning teacher induction and/or credential costs, mentoring, additional compensation, and/or subsidized housing.Policy 4111: Recruitment And Selection Original Adopted Date: 07/01/2012 | Last Revised Date: 03/01/2018 | Last Reviewed Date: 03/01/2018 Status: ADOPTED The Governing Board is committed to employing highly qualified, culturally representative individuals to effectively carry out the district's vision, mission, and goals. In an effort to attract and retain staff reflective of and more able to serve our students and families, multi-lingual applicants with both English and Spanish fluency are strongly preferred. The Superintendent or designee shall develop equitable, fair, and transparent recruitment and selection processes and procedures that ensure individuals are selected based on demonstrated knowledge, skills, and competence and not on any bias, personal preference, or unlawful discrimination. The established recruitment and selection processes and procedures are subject to Governing Board review and approval and shall be revisited annually to maintain alignment with current district LCAP goals. When a vacancy occurs, the Superintendent or designee shall review the job description for the position. All new job descriptions shall originate from a standard template that integrates relevant values, qualifications, as well as Governing Board and LCAP goals. The standard template will be revised annually and approved by the Governing Board. All new job descriptions shall be vetted and approved by the Governing Board and the collective bargaining unit, if required. The Superintendent or designee shall disseminate job announcements widely to multiple agencies, diverse networks, and various job sites in order to ensure a broad range of candidates. The district's selection procedures shall include screening processes, interviews, recommendations from previous employers, and teaching observations, to identify the best possible candidate for a position. The Superintendent or designee will establish an interview committee to rank candidates and recommend finalists to the Governing Board. The selection committee shall represent administration, staff, parents, and students. During job interviews, applicants may be asked to describe or demonstrate how they will be able to perform the duties of the job including their understanding of equity and rural and distant populations. All discussions and recommendations shall be confidential in accordance with law. No inquiry shall be made with regard to any information prohibited by state or federal nondiscrimination laws. The Superintendent or designee shall not inquire, orally or in writing, in regard to an applicant's salary history information, including compensation and benefits. He/she/they shall also not rely on salary history information as a factor in determining whether to offer employment to an applicant or the salary to offer. However, the Superintendent or designee may consider salary information that is disclosable under state or federal law or that the applicant discloses voluntarily and without prompting. Upon request, the Superintendent or designee shall provide the applicant the pay scale for the position to which he/she/they is applying. (Labor Code 432.3) For each position, the Superintendent or designee shall present to the Board one candidate who meets all qualifications established by law and the Board for the position. No person shall be employed by the Board without the recommendation or endorsement of the Superintendent or designee. Incentives With Board approval and in accordance with district needs, the district may provide incentives to recruit teachers, administrators, or other employees, such as signing bonuses, assistance with beginning teacher induction and/or credential costs, mentoring, additional compensation, and/or subsidized housing.