Common use of Hiring Process Clause in Contracts

Hiring Process. 20.1 Each year the Human Resources administrator will assess District staffing needs and consult with District administrators and the SEA President on the anticipated areas of critical staffing need. Critical staffing needs shall be defined as those positions in which there is anticipated to be a significant shortage of quality staff or those which address Board/Superintendent priorities. In the areas of mutually agreed critical need, an exception to the District’s normal hiring practices guidelines shall be granted to allow the Human Resources administrator or his or her designee to offer conditional contracts, while in recruitment venues, for the purpose of securing high quality staff to fill District critical staffing needs. Such exceptions to the District’s hiring practices shall not exceed 10% of the total open positions annually as projected and provided to the SEA President by April 15, June 30 and August 15. 20.2 The District recognizes the importance of hiring high quality certificated personnel for our schools and the importance of staff involvement in the selection process. Staff will have influence in the selection of personnel who will be working in their school. Each worksite administrator and/or school principal will work cooperatively with his or her staff to determine staff representation in the selection process. When selecting specialists, e.g., music, counselors, SLP, School Psychologists, TOSAs etc., every effort will be made to include a building-based representative from that discipline in the selection process. The representative from the specialty discipline is invited to participate in the selection process for the purpose of sharing his or her technical expertise. To assist work sites and schools, the District will solicit a pool of volunteer specialists, by discipline, who will serve as needed in the selection process. Worksites and schools are also advised to insure that they have staff representatives identified who are willing to serve in the selection process during summer months or other vacation periods.

Hiring Process. 13 20.1 Each year the Human Resources administrator will assess District staffing needs 14 and consult with District administrators and the SEA President on the anticipated 15 areas of critical staffing need. Critical staffing needs shall be defined as those 16 positions in which there is anticipated to be a significant shortage of quality staff 17 or those which address Board/Superintendent priorities. In the areas of mutually 18 agreed critical need, an exception to the District’s normal hiring practices 19 guidelines shall be granted to allow the Human Resources administrator or his or 20 her designee to offer conditional contracts, while in recruitment venues, for the 21 purpose of securing high quality staff to fill District critical staffing needs. Such 22 exceptions to the District’s hiring practices shall not exceed 10% of the total open 23 positions annually as projected and provided to the SEA President by April 15, 24 June 30 and August 15. 25 20.2 The District recognizes the importance of hiring high quality certificated 26 personnel for our schools and the importance of staff involvement in the selection 27 process. Staff will have influence in the selection of personnel who will be 28 working in their school. Each worksite administrator and/or school principal will 29 work cooperatively with his or her staff to determine staff representation in the 30 selection process. When selecting specialists, e.g., music, counselors, SLP, 31 School Psychologists, TOSAs etc., every effort will be made to include a 32 building-based representative from that discipline in the selection process. The 33 representative from the specialty discipline is invited to participate in the selection 34 process for the purpose of sharing his or her technical expertise. To assist work 35 sites and schools, the District will solicit a pool of volunteer specialists, by 36 discipline, who will serve as needed in the selection process. Worksites and 37 schools are also advised to insure that they have staff representatives identified 38 who are willing to serve in the selection process during summer months or other 39 vacation periods. 40 20.3 Interested and qualified retirees who wish to return to employment on a part-time 41 of full-time basis will be placed as out-of-district applicants. The District shall 42 report all hours worked by rehired retirees to the Department of Retirement