SUPPORT STAFF RECRUITING AND HIRING
To provide a positive educational environment for students, the district must employ quality staff members. It is the responsibility of the superintendent or designee to determine the support staff personnel needs of the school district and to locate suitable support staff candidates. The superintendent will make recommendations for employment of support staff members for the Board’s approval. The Board will employ personnel in accordance with law.
The district’s hiring procedures will comply with all federal and state laws, including laws prohibiting discrimination. The Raymondville R-VII School District is an equal opportunity employer. The district hires only citizens of the United States and persons who are legally authorized to work in the United States.
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. A position is not considered vacant if the Board, superintendent or designee assigns an existing employee to 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 positions in the district.
All requests for information concerning vacancies in the district shall be directed to the superintendent or designee. Persons interested in positions in the district must complete a formal application and provide all necessary information requested by the superintendent or designee. The superintendent or designee shall conduct interviews, review references and obtain other information as deemed necessary.
The superintendent or designee will conduct background checks on employees and applicants for employment in accordance with law and Board policy.
A position will be filled by the Board of Education only after receiving the recommendation of the superintendent or designee. All candidates will be selected on the basis of qualifications, training, experience and ability to fulfill the requirements of the position.
A spouse of a Board member will only be hired to fill any 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.
In accordance with law, the district will hire individuals receiving retirement benefits from the Missouri Public Education Employee Retirement System to work full time only if the district has determined that it has a shortage of noncertificated employees. The district may only hire retired employees under this program if it has:
Made a good-faith effort to fill positions with candidates who have not retired.
Not offered early retirement incentives for either of the previous two (2) years.
Posted the vacancy for at least one (1) month and solicited applications through local newspapers or other media.
Determined that there is an insufficient number of eligible applicants.
Declared a critical shortage of noncertificated employees that is active for one (1) year.
The total number of retired noncertificated employees hired under this section cannot exceed at any one (1) time the lesser of ten (10) percent of the total noncertificated staff in the district or five (5) noncertificated employees.
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|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.|
Cross Refs: AC, Prohibition Against Illegal Discrimination and Harassment
BBFA, Board Member Conflict of Interest and Financial Disclosure
Legal Refs: §§ 162.261, .301, 168.133, 213.010, .055, .070, 290.400, .410, 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
Equal Pay Act, 29 U.S.C. § 206(d)
Age Discrimination in Employment Act, 29 U.S.C. §§ 621 – 634
The Rehabilitation Act of 1973, Section 504, 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
Age Discrimination Act of 1975, 42 U.S.C. §§ 6101 – 6107
Americans with Disabilities Act, 42 U.S.C. §§ 12101 – 12213
Raymondville R-VII School District, Raymondville, Missouri
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For Office Use Only: GDC-C.1F (9/05)