Code Number: 401.3
Every effort shall be made to recruit the most qualified candidates for all positions within the District. The
District also recognizes that diversity is an asset to be valued and will strive to encourage diversity among its workforce. The selection process may vary depending upon the position being filled (i.e. filling a food service position has different requirements than a teaching position) but most include at a minimum reference checking with prior employers (or college advisors and student teaching sponsors where no prior employment exists), in-depth interviews, background checks, and appropriate documentation that the employee meets all education, certification and/or licensing requirements for the position.
I. Recruitment
The oversight of the recruitment of District employees shall be the responsibility of the Superintendent, or the Director of Human Resources, as assigned. All candidates for open positions must meet all pre-employment requirements mandated by state and federal law or as deemed necessary by the Superintendent. These include, but are not limited to:
- Proper certification, licensing, and educational transcripts from an accredited college or university may be required for certain positions.
- Successful completion of criminal history record check, reference check, and other checks either required by law or deemed appropriate for the position by the Director of Human Resources.
- Satisfactory completion of any other testing required by statute or regulation.
II. Selection
A. Selection of Certified Staff
The administration shall select qualified employees for certified positions, based, at a minimum, on the following criteria:
- Knowledge of current educational theory and practice.
- Demonstrated ability to effectively teach all children by using a variety of teaching strategies.
- Positive recommendations from previous employers including the candidate’s immediate supervisor(s).
- Appropriate education and training for the position.
- Experience and competence using technology and computerized educational tools.
- High professional standards.
- Demonstrated ability to work well with other staff and support a culture where all employees are focused on the children we educate.
B. Selection of Non-Certified Staff
The administration shall select qualified employees for non-certified positions based, at a minimum, on the following criteria:
- Positive recommendations from previous employers, including the candidate’s immediate supervisor(s).
- Appropriate education and training for the position.
- The ability to meet all physical requirements for the essential functions of the job.
- High professional standards.
- Demonstrated ability to work well with other staff and support a culture where all employees are focused on the children we educate.
C. Selection of Extra-curricular Sponsors/Coaches
As with other positions, the administration shall seek the best candidate for the position based upon a thorough process of due diligence. At a minimum, this should include screening for the following criteria:
- Positive recommendations from previous employers, including the candidate’s immediate supervisor(s).
- Appropriate education, certification, and training for the position
- The ability to meet all physical requirements for the essential functions of the job.
- High professional standards.
- A demonstrated ability to help students develop appropriate skills for the activity, and to create a sense of involvement and team spirit.
- Demonstrated ability to work with building staff to keep kids on track with their education and involvement in the classroom.
D. Selection During an Emergency
The Superintendent will have the authority to hire personnel in an emergency until the next regularly scheduled board meeting.
III. Non-Discrimination/Affirmative Action
In furtherance of its commitment to the goals of equal employment and nondiscrimination, the District will appoint, assign, recruit, select, hire, train, promote, transfer, and apply all other terms, conditions, and privileges of employment to employees without regard to race, creed, color, religion, national origin, sex, age, physical or mental disability, gender identity, sexual orientation, genetic information, or veteran status, except to the extent that such action is taken with respect to an underrepresented group pursuant to the District’s affirmative action plan. In accordance with the law, the District may give preference in hiring to veterans.
All persons shall have equal access to employment, limited only by their qualifications for, and ability to perform, the duties required for the specific position (with reasonable accommodations for religion or disability, if necessary).
All job openings shall be submitted to the Iowa Department of Education for posting on TeachIowa, the online state job posting system. Additional announcements of the position may occur in a manner which the Superintendent believes will inform potential applicants about the position.
The requirements stated in the Master Contract between employees in the collective bargaining units and the Board regarding qualifications, recruitment, and selections of such employees will be followed.
The District has designated Jen Gomez, Director of Student Services and Equity Education to receive any inquiries or grievances from job applicants or employees related to the District’s compliance with this equal employment/affirmative action policy. The contact information for Jen Gomez, Director of Student Services and Equity Education is 627 4th Street, Sioux City, IA 51101, (712) 279-6075, gomezj2@live.siouxcityschools.com.
- First Adoption:
- 1983-12-20
- Revision Adoption:
- January 24, 1995/ January 26, 1999/ January 11, 2005/ March 17, 2008/ December 14, 2009/ June 11, 2012/ June 13, 2016/ September 10, 2018
- Reviewed Dates:
- August 22, 2018
- Legal Reference:
-
Iowa Code §§ 19B.11; 35C; 216.6; 216.9; 281 I.A.C. 95.
Cross Reference: Board Policy 103, 103(b)