File:  GCE/GCF - Professional Staff Recruiting/Hiring

Recruiting

The Board desires the superintendent to develop and maintain a recruitment program designed to attract and hold the best possible professional personnel

It is the responsibility of the superintendent, with the assistance of other administrators, to determine the personnel needs of the District in general and of each individual school and to locate suitable candidates to recommend to the Board for employment.  The search for good teachers, other certificated personnel and will extend to a wide variety of educational institutions, geographical areas and local candidates.  It will take into consideration the diverse characteristics of the school system and the need for staff members of various backgrounds.

Recruitment procedures will not overlook the talents and potential of individuals already employed in the District schools.  Any present employee of the Board may apply for a position for which they are licensed and meet other stated requirements.

Background checks

Prior to hiring any person, in accordance with State law the District must conduct background checks with the Colorado Department of Education and previous employers regarding the applicant's fitness for employment.

Applications

Records submitted to the District by applicants for professional staff positions shall remain confidential until the applicant becomes a finalist for the position.

When an applicant becomes a finalist, all records submitted by the applicant shall be available for public inspection except that letters of reference or medical, psychological and sociological data shall remain confidential.

Hiring

Discrimination in the hiring process on the basis of disability, race, creed, color, sex, sexual orientation (which includes transgender), gender identity/expression, immigration status, marital status, national origin, religion, ancestry, genetic information, age, or conditions related to pregnancy or childbirth is prohibited.

All candidates will be considered on the basis of their merits, qualifications and the needs of the School District.

All interviewing and selection procedures will ensure that the administrator directly responsible for the work of a staff member has an opportunity to aid in the selection, and that, where applicable, the school principal has an opportunity to consent.

Appointment of candidates

Nominations will shall be made at meetings of the Board of Education.  The vote of a majority of the Board is necessary to approve the appointment of teachers, administrator or any other employee of the school district .  If there is a negative vote by the Board, the superintendent must submit a new recommendation to the Board for approval.

Upon hiring of any employee, information required by federal and state child support laws will be timely forwarded by the district to the appropriate state agency.

Adopted:  June 14, 1983
Revised:  August 22, 1995
Revised:  January 24, 2019
Revised:  October 1, 2020

LEGAL REFS.:  15 U.S.C. 1681 et seq. (Fair Credit Reporting Act)

20 U.S.C. 6312 (c)(6) (teacher licensure requirements under Every Student Succeeds Act)

42 U.S.C. 653 (a) (Personal Responsibility and Work Opportunity Reconciliation Act)

28 C.F.R. 50.12 (b) (notification requirements regarding fingerprints)

C.R.S. 2-4-401 (13.5) (definition of sexual orientation, which includes transgender)

C.R.S. 8-2-126 (limits employers' use of consumer credit information)

C.R.S. 13-80-103.9 (liability for failure to perform an education employment required background check)

C.R.S. 14-14-111.5 (Child Support Enforcement procedures)

C.R.S. 22-2-119 (inquiries prior to hiring)

C.R.S. 22-2-119.3 (6)(d) (name-based criminal history record check - definition)

C.R.S. 22-32-109 (1)(f) (Board duty to employ personnel)

C.R.S. 22-32-109 (1)(pp) (annual employee notification requirement regarding federal student loan repayment programs and student loan forgiveness programs)

C.R.S. 22-32-109.7 (duty to make inquiries prior to hiring)

C.R.S. 22-32-109.8 (non-licensed personnel - submittal of fingerprints and name-based criminal history record check)

C.R.S. 22-32-126 (principal's role in hiring and assignment)

C.R.S. 22-60.5-114 (3) (State Board can waive some requirements for initial license applicants upon request of school district)

C.R.S. 22-60.5-201 (types of teacher licenses issued)

C.R.S. 22-61-101 (prohibiting discrimination)

C.R.S. 22-61-103 (requirement for teacher's oath or written pledge)

C.R.S. 22-63-201 (licensure required)

C.R.S. 22-63-202 (employment contracts and mutual consent placement)

C.R.S. 22-63-206 (transfers)

C.R.S. 24-5-101 (effect of criminal conviction on employment)

C.R.S. 24-34-301 (7) (definition of sexual orientation, which includes transgender)

C.R.S. 24-34-402 (1) (discriminatory and unfair employment practices)

C.R.S. 24-34-402.3 (discrimination based on pregnancy, childbirth or related conditions; notice of right to be free from such discrimination must be posted "in a conspicuous place" accessible to employees)

C.R.S. 24-72-202 (4.5) (definition of personnel file in open records law)

CROSS REFS.:  GBA, Open Hiring/Equal Employment Opportunity and Affirmative Action

GCKAA*, Teacher Displacement