File:  GDE/GDF - Support Staff Recruiting/Hiring

The Board will establish and budget for classified positions in the School District on the basis of need and the financial resources of the District.

Recruiting

The recruitment and selection of candidates for these positions is the responsibility of the superintendent or his/her designee who must confer with principals and other supervisory personnel in making a selection.

All vacancies will be made known to the present staff.  Anyone qualified for a position may submit an application.

Background Checks

Prior to hiring any person, in accordance with State law the Human Resources Office must conduct background checks with the Colorado Department of Education and/or the Colorado Bureau of Investigations as well as previous employers regarding the applicant's fitness for employment. 

All applicants recommended for a position in the District must submit a set of fingerprints and information about felony or misdemeanor convictions as required by law through an "applicant's oath" through the District's on-line application system. (This requirement shall not apply to any student currently enrolled in the District applying for a job.)  Applicants may be conditionally employed prior to receiving the fingerprint results.

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.

The Board will officially appoint all employees upon the Superintendent's recommendation; however, temporary appointments may be made pending Board action.

Upon the 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 February 28, 1984
Revised November 10, 1987
Revised August 22, 1995
Revised February 11, 2004
Revised October 22, 2008
Revised October 11, 2011
Revised January 24, 2019
Revised October 1, 2020
Revised November 19, 2020

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

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

42 U.S.C. §2000ff et seq. (Genetic Information Nondiscrimination Act of 2008)

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 (duty to make 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. 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)

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

GDA, Support Staff Positions