Hiring Process - ACSI Rocky Mountain Region



ABC CHRISTIAN SCHOOL

HIRING PROCEDURE CHECKLIST

POSTING

← 1. The position need is determined by the superintendent with input from administrative council members, verifying the position is adequately budgeted.

← 2. The job description is updated (or created if it is a new position).

← 3. The position is posted (All teaching and full-time positions are posted for 10 days before hiring.):

a. Intranet

b. Email

c. Webpage

Note: If a current employee is interested in being considered for a posted position, the employee should submit his/her interest in writing to the position supervisor after communicating with his/her own supervisor. If the supervisor of the position is interested in contacting a particular employee about the position, the supervisor must first speak to that employee’s supervisor about approaching the employee.

APPLICATION REVIEW

← 4. All received applications and résumés (and accompanying documents) are to be forwarded to the superintendent’s office for processing. All original applications will remain in superintendent’s office. If a position is available that may match the applicant, a copy of the application is sent to the appropriate principal/supervisor.

a. If an applicant is to be considered for a position, the principal/supervisor interviews the applicant and then determines if he/she would like to continue to pursue the applicant. Multiple interviews may be necessary. Pastor and current employer references (transcripts & teaching certificate for teachers) should be obtained and reviewed as an applicant is being considered.

b. If the applicant will not be considered initially for the position, an appropriate letter is sent by the superintendent’s office indicating decline or pending status. Hiring supervisor must notify superintendent’s assistant of status (declined or hold). If after interviewing, the applicant is passed for the position, the interviewer should send an appropriate letter copied to his/her file.

← 5. If the applicant is being recommended for the position, a selection interview with the superintendent (including the applicant and the supervisor) is required. Before a selection interview is scheduled the following must be submitted to the superintendent at least one day in advance:

a. a completed pastor reference form,

b. a completed previous employer reference form,

c. a completed interview form,

d. transcripts and other credentials (if hiring for a teaching position),

e. job description,

f. and the application (with resume if available).

Note: The superintendent must meet with and/or approve all persons before they are to be hired; exceptions are part-time teenage child care or part-time maintenance workers (but the process must be followed up to the selection interview). Substitutes will not meet with the superintendent, but all appropriate steps and forms are to be complete and submitted to the superintendent for review prior to hiring the substitute. All contracts and Terms of Employment (TOE) must be finalized by the superintendent before they are issued to the employee by the supervisor.

HIRED

← 6. If applicant is hired at conclusion of selection interview, supervisor will complete FOR OFFICE USE ONLY portion of Interview Questionnaire and leave applicant’s file with the superintendent. The supervisor will escort new employee to Benefits Coordinator.

← 7. Upon approval by the superintendent, a contract/TOE for the new employee will be generated after verifying educational level, years of teaching experience and other relevant information.

a. If any changes to hours, position, salary, etc., are made, no offer is to be presented until after the principal/supervisor has time to re-present the proposed changes to the superintendent. At no time should an exact salary be quoted or a promise of stipend amounts be given until the contract/TOE has been generated and approved by the superintendent.

b. Once complete, two copies of the contract/TOE will be provided to the principal/supervisor for issuing. The new hire should sign both copies keeping one, and returning the other which is filed in the new employee personnel file.

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