File:  GCE/GCF-R - Professional Staff Recruiting/Hiring

Applications of all regular professional personnel to be employed by the District will be processed according to this procedure.  Short-term, temporary or interim appointments may be made directly by the superintendent, subject to the approval of the Board of Education, without following the advertising procedure.

1.  Vacancies

a.   All regular vacancies will be advertised by the Human Resources Department.

2.  Applications

a.  All applications will be submitted to the Human Resources Department via the District's on-line application system.

b.  Applications must be completed prior to an applicant being considered for a position.

3. Initial screening and interview

The Human Resources Department will initially screen applications with hiring supervisors conducting initial interviews. The objectives of the screening and initial interview process are to:

a.  Determine if the applicant meets applicable licensure requirements under state and federal law.

b.  Determine the suitability of the applicant for the specific position.

c.  Determine those applicants who are most qualified for the position. 

d.  Ensure eligible applicants from the District's priority hiring pool, if applicable receive first opportunity to interview, as required by law.

e.  Discuss with the applicants any District policies and procedures pertinent to the job and to the employment process.

4.  Background checks

Prior to hiring, and in accordance with state law the Human Resources Department will:

a.  Conduct a background check through the Colorado Department of Education (the Department) to determine the applicant's fitness for employment.

The department's records must indicate if the applicant has been convicted of, pled nolo contendere to, received a deferred sentence, or had their license or authorization denied, annulled, suspended or revoked for a felony or misdemeanor crimes involving unlawful sexual behavior, unlawful behavior involving children or domestic violence. The Department also must provide any available information to indicate whether the applicant has been dismissed by or resigned from a school District as a result of an allegation of unlawful behavior involving a child, including unlawful sexual behavior which was supported by a preponderance of evidence according to information provided to the department by a school District and confirmed by the Department in accordance with State law.  The Department must also provide information regarding whether the applicant's license or certification has ever been denied, suspended, revoked or annulled in any state, including but not limited to any information gained as a result of an inquiry to a national teacher information clearinghouse.

Information of this type that is learned from a different source shall be reported by the District to the Department.

The Department will not disclose any information reported by a school District unless and until the department confirms that the allegation resulted in the person's name being placed on the State Central Registry of Child Protection.

b.  Contact previous employers of the applicant to obtain information or recommendations relevant to the applicant's fitness for employment.

5. Fingerprinting non-licensed administrators

a.  All non-licensed applicants selected for employment in an administrative position must submit a complete set of fingerprints taken by a qualified law enforcement agency, an authorized District or BOCES employee, or any third party approved by the Colorado Bureau of Investigation.

b.  Non-licensed applicants selected for employment must also submit a completed form, as required by state law, to certify, under penalty of perjury, either that they have never been convicted of a felony or misdemeanor charge, not including any misdemeanor traffic offense, or that they have been convicted of a felony or misdemeanor charge (not including any misdemeanor traffic offense). The form must specify the felony or misdemeanor, the date of conviction, and the court entering judgment.

c.  The school District will release the fingerprints to the Colorado Bureau of Investigation for the purpose of conducting a state and national fingerprint-based criminal history record check utilizing the records of the Colorado Bureau of Investigation and the Federal Bureau of Investigation. When the results of the fingerprint-based criminal history record check reveal a record of arrest without a disposition, the District must require the employee to submit to a name-based criminal history record check. Criminal history record information must be used solely for the purpose requested and cannot be disseminated outside the receiving departments, related agencies, or other authorized entities.

d.  Although an applicant may be conditionally employed prior to receiving the results, they may be terminated if the results are inconsistent with the information provided on the form. In accordance with state law, the employee or applicant must be terminated or disqualified from District employment if the results disclose a conviction for any of the following offenses:

(1)  felony child abuse, as described in C.R.S. 18-6-401;

(2)  a crime of violence, as defined in C.R.S. 18-1.3-406 (2);

(3)  a felony involving unlawful sexual behavior, as defined in C.R.S. 16-22-102 (9);

(4)  felony domestic violence, as defined in C.R.S. 18-6-800.3;

(5)  a felony drug offense, as described in C.R.S. 18-18-401 et seq., committed on or after August 25, 2012;

(6)  felony indecent exposure, as described in C.R.S. 18-7-302;

(7)  attempt, solicitation, or conspiracy to commit any of the offenses described in items 1-6; or

(8)  an offense committed outside of this state, which if committed in this state would constitute an offense described in items 1-7.

The District must notify the District's attorney of inconsistent results for action or possible prosecution.

e.  The school District will charge the applicant a nonrefundable fee equal to the direct and indirect costs to the District of fingerprint processing.  The applicant may pay the fee over a period of 60 days after employment. The fee will be credited to the fingerprint processing account.

7. Selection

In the selection of teachering or other licensed staff, the principal will interview qualified applicants considering mutual consent placement provisions in law where applicable. 

In the selection of athletic coaches, the principal and the director of athletics will interview qualified applicants and make a selection.  In the selection of assistant athletic coaches, the head coach of that sport will be involved in the interview process.

In the selection of department directors, the department chief officer will interview qualified applicants, and make a selection.

In the selection of chief officers, the superintendent will interview qualified applicants, and make a selection.

If the principal, department, director of athletics, or human resources director or chief are not available at a time when a selection must be made, the selection will be made by those applicable persons present under the specific direction of the superintendent.

All appointees are subject to the approval of the Board of Education.

8. Contracts or job offers

Only the Human Resources Department is authorized to offer new or supplemental pay contracts and/ or jobs to current employees or applicants including the employees earned rate of pay.

Hiring supervisors will offer the position and upon the applicant preliminarily accepting the position, will provide the applicant with a preliminary offer of employment letter. 

9. Information report to state

In accordance with federal and state law, the Human Resource Department will report the name, address, and social security number of every new employee to Colorado State Directory of New Hires, P.O. Box 2920, Denver, Colorado 80201-2920.

This report, due within 20 days of the date of the hire or on the first payroll after the 20 days have expired, shall be submitted even if the employee quits or is terminated before the report is due.  Upon termination, the employee's last known address, the fact of the termination, and the name and address of the employee's new employer, if known, shall be reported to the applicable court or agency.

Upon receiving a Notice of Wage assignment, the District shall remit the designated payment within seven days of withholding the income according to instructions contained in the Notice.  Child support withholding takes priority over other legal actions against the same wages.

Approved August 22, 1995
Revised: January 8, 2003
Revised February 11, 2004
Revised:  October 11, 2011
Revised:  January 24, 2019
Revised:  November 16, 2020