SUPPORT STAFF QUALIFICATIONS, RECRUITMENT, AND SELECTION
Managing the qualifications, recruitment and selection of candidates for these positions shall be the responsibility of the superintendent or designee who shall confer with principals and other supervisory personnel in making a selection.
Persons interested in a support staff position shall have an opportunity to apply and qualify for support staff positions in the school district without regard to age, race, creed, color, sex, national origin, religion or disability. Job applicants for support staff positions shall be considered on the basis of the following:
• Training, experience, and skill;
• Nature of the occupation;
• Demonstrated competence; and
• Possession of, or ability to obtain, state or other license or certificate, if required, for the position.
All vacancies shall be made known to the present staff. Anyone qualified for a position may submit an application.
Announcement of the position shall be through means the superintendent believes will inform potential applicants about the position. Applications for employment may be obtained from, and completed applications shall be returned to, the central administration office. A standard application form shall be developed for these positions to ensure the enforcement of non-discrimination employment procedures. A signed release shall be obtained from the prospective candidates authorizing reference and background checks.
Whenever possible, the preliminary screening of applicants shall be conducted by the administrator who directly supervises and oversees the position. The interviewer shall work from a written list of interview questions, using the same set of questions for each applicant. Gaps in the applicant's employment record will be questioned and checked.
In the initial employment process, including on the initial application, the applicant shall not be asked to disclose, orally or in writing, information concerning the applicants criminal record or history, until it has been determined that the applicant meets the minimum employment qualifications. This does not prohibit the requirement to disclose an applicant’s criminal record or history relating to sexual or physical abuse. Following a determination that the applicant meets minimum employment qualifications, a criminal history information check and questions regarding the applicant’s criminal record or history are allowed.
A minimum of three reference checks made by telephone and using a standard list of questions shall be used in the screening process. These checks shall be documented and filed with the employee's records.
Prior to hiring any person, the district shall conduct background checks with previous employers regarding the applicant's fitness for employment.
The superintendent shall recommend employment of support staff to the board for approval.
The Board shall officially appoint all employees upon the superintendent's recommendation; however, temporary appointments may be made pending board action.
Legal Reference:
Nebraska Statute 79-501
79-802
Cross Reference:
402.01 Equal Opportunity Employment
402.02 Employee Orientation
404 Employee Health and Well-Being
