2.A.160 Recruitment of School Admin

Human Resources 



Administrative Procedure: Recruitment of School Administration

EFFECTIVE DATE:

June 24, 2004

 

R

E

F

E

R

E

N

C

E

S

ADMINISTRATIVE PROCEDURE CODE:

2.A.160

AMENDED DATE:

August 31, 2016

Policy Reference

 

 

Legal Reference

 

 

 

 

Border Land School Division shall endeavor to recruit the best-qualified and most appropriate persons for all Divisional positions. The Division believes that every person has the right to equal opportunity based upon bona fide qualifications (with respect to employment), employment advancement, and promotion.

No person shall be employed or assigned to or remain in the same school, department, or section, in which an immediate relative is employed as a supervisor, foreman, department head, principal, or administrator. The Board may allow for variance in unusual circumstances.

Individuals shall not be permitted to be involved in a process that involves the hiring of a member of their own family, a relative, or a person about to become a relative. The Board shall be informed of such circumstances before the selection process begins.

Recruitment of School Administrators

Specific administrative positions will be posted internally and externally. The Board shall have authority to determine if an internal only posted is permitted.

Prior to the selection of a principal for a specific school the Superintendent may:

  • Consult with the parent advisory council, and in senior high schools, the student council, to determine specific needs for the school.
  • Consult with the staff at the school to determine specific needs of the school.
  • Consult with the Board regarding special and/or specific criteria for the position.
  • Determine specific criteria for the position.
  • Develop a job description to form the basis for selection.
  • Advertise the position as appropriate.

 

The Superintendent will review all resumes, educational philosophy, employment history/past experiences, and performance appraisals of all applicants and references.

A slate of potential candidates will be created.

Potential candidates will be brought in for an interview with the selection committee. This committee will include representatives from the Board and senior administration and could include other school staff, where applicable. The selection committee will meet prior to the interview to review the interview components and materials.  The Superintendent and/or Assistant Superintendent will ask the questions throughout the interview.

Following the interviews, input will be provided from the group and the Board representatives and Senior Administration will remain and continue the discussion.

The Superintendent will present a recommendation for employment, with a rationale regarding the choice, to the Board for ratification.

The candidate will be informed that employment is subject to divisional policy regarding completion of the criminal record search and the abuse registry check.  The candidate will be asked to have these checks completed and forwarded to the office.

All candidates involved in the interview process will be notified following the selection process.

After the Board ratification, the Superintendent will send a letter that informs the successful candidate and arrangements for signing the contract will be made.