| 4010 A - PERSONNEL - RECRUITMENT
Every effort shall be made to secure effective employees by a recruitment program based upon alertness to good candidates, initiative that results in prompt action and good personnel practices in dealing with applicants. A personal interview will be required for all persons employed by the District.
It is the responsibility of the Superintendent of Schools and of persons delegated by him/her to determine the personnel needs of the district.
Nondiscrimination
The Grand County School District is an equal opportunity employer. The District shall not, because of an individual's race, color, sex, age, religion, national origin, or handicap:
- refuse to hire or to promote, discharge, demote, terminate, retaliate against or harass any otherwise qualified individual; or
- discriminate against an otherwise qualified individual with respect to compensation or in terms, privileges, or conditions of employment.
The prohibition against discrimination on the basis of age shall be limited to individuals who are at least forty years of age.
It shall be the duty of the Superintendent of Schools to see that persons nominated for employment shall meet all qualifications established by law and by the Board for the type of position for which nomination is made.
Efforts will be made continuously to provide the best conditions possible within the limits of the Board of Education's ability toward attracting and keeping personnel.
Title IX Coordinator
The District shall designate at least one employee whose responsibilities shall include coordination of the district's efforts to comply with Title IX of the Education Amendments of 1972, as amended, and its implementing regulations. The District shall notify all employees of the name, office address, and office telephone number of the employee(s) so designated.
Section 504 Coordinator
The District will designate at least one person to coordinate its efforts to comply with Section 504 of the Vocational Rehabilitation Act of 1973 and its implementing regulations.
The District will take appropriate continuing steps to notify applicants and employees that it does not discriminate on the basis of handicap in violation of Section 504 of the Vocational Rehabilitation Act of 1973 and its implementing regulations. The notification shall include identification of the designated coordinator.
Association
No person shall be denied employment in the district by reason of membership or non-membership in any labor organization, labor union or any other type of association.
Adopted: 8-18-93; Revised 12-18-02 *Grand County School District * Moab, Utah
4011 A - PERSONNEL - SELECTION
The Board of Education employs all personnel upon the recommendation of the Superintendent. No person shall be employed unless the Superintendent recommends such person.
Licensed Personnel
In order to qualify for a teaching position in the schools, an applicant must have a bachelor's degree and must meet the licensing requirements established by the Utah State Office of Education. However, if a fully qualified person is not available, other applicants may be considered for employment provided they can be "authorized" by the Utah State Office of Education.
Applicants for a teaching position must obtain and fill out a standardized application form available in the Office of the Superintendent. The Superintendent or a member of his/her staff will interview applicants who are considered eligible for appointment.
Building principals shall retain the right to make grade placement or subject matter assignments. Extra duty assignments shall also be the responsibility and duty of the principal.
Classified Personnel
The Board shall upon the recommendation of the Superintendent classify all employees not requiring certification according to the provisions of the job assignment in effect at the time of employment.
HIRING OF VETERANS & VETERANS' SPOUSES
For purposes of this policy, a "disabled veteran" shall mean an individual who served duty in the armed forces and received an honorable release therefrom, and who has a presently existing service-connected disability or is receiving compensation, disability retirement benefits or a pension because of a public statute administered by the Federal Department of Veterans Affairs or military department.
For purposes of this policy, "preference eligibility" shall be granted to any individual who has served on active duty in the armed forces for at least 180 days and who has received an honorable discharge therefrom, any disabled veteran, the unmarried widow or widower of a veteran or a retired member of the armed forces who retired below the rank of Major or its equivalent.
For purposes of this policy, "veteran" means an individual who has served on active duty in the armed forces for at least 180 days and who has received an honorable discharge therefrom, or any person incurring an actual service related injury or disability even though that person has not completed 180 days of active service.
VETERAN'S PREFERENCE
When considering candidates for employment in the district, the District shall grant a veteran's preference to each preference eligible veteran or preference eligible spouse. The Personnel Office of the School District shall add to the score of a preference eligible person who receives a passing score on an examination, or any rating or ranking mechanism used in selecting individuals for employment in the District the following:
- five percent (5%) of the total possible score if the person is a veteran;
- ten percent (10%) of the total possible score if the person is a disabled Veteran or a purple heart recipient; or
- if the candidate is an eligible widow or widower, the same percentage increase that the qualifying veteran would have been entitled to.
A preference eligible person who applies for a position that does not require an examination shall be given preference in interviewing and hiring for the position. If all other circumstances relevant to employment are equal among candidates, then a preference shall be given to the veteran applying for a position with the District.
Adopted: 08-18-93; Revised: 03-15-95; Revised: 09-12-00 *Grand County School District * Moab, Utah
4012 A - PERSONNEL - APPOINTMENT
On appointment, the employee shall receive a statement giving his/her salary, assignment, and condition of employment. The employee shall return the signed statement to the Superintendent within 10 days unless an extension of time has been given. Appointment shall be conditioned upon the applicant's meeting the physical examination, and other requirements as established by the State and the Board.
Licensed Staff
It is the responsibility of the new teacher or the teacher whose license has expired to secure a legal license required for teaching in the State of Utah. If the employee does not attain or renew the license within six months of employment (or expiration of license) their contract may be voided. It is the responsibility of the employee to see that the District Office receives a copy of the license.
Classified Staff
The duties and responsibilities of all classified employees shall be defined in accordance with job descriptions adopted by the Board and published in a separate manual.
Adopted: 08-18-93; Revised: 07-20-94; Revised: 09-12-00 * Grand County School District * M oab, Utah
4013 A - PERSONNEL - RECORDS
The records of each member of the staff shall be maintained in the District Office. Access thereto is granted upon the request of the employee. Original records may not be removed from the office, however, employees may copy all materials recorded in their personal file.
Information contained in personnel records may be furnished to other agencies upon the request of the individual staff member. The Superintendent will also furnish information contained in the file to requesting agencies, law enforcement and others, providing all legal requirements have been met and documentation has been provided to the Superintendent.
Any employee may request to examine his/her file at any time. Each file will contain a record of access listing the name, date and purpose of inspection. Positive material sent to the personnel office is filed in the employee's file. A three (3) year limit is placed on the retention of derogatory materials which have been placed in the employees permanent file. If the statements are of a non-criminal nature, and the employee has demonstrated through the evaluation process that good job performance has taken place, the negative statement(s) will be expunged from the file.
The Secretary to the Superintendent will maintain personnel records. Administrators, board members or secretaries needing to examine or work with personnel records must first obtain the approval of the Superintendent. Other agencies or individuals may not examine individual records or official documents without the approval of the employee except as provided by law.
A file shall be kept of the records of all resigned and retired and dismissed employees a minimum of seven years.
Personnel records shall be kept on all current employees and shall include the following:
- employment status;
- evaluations;
- changes of status;
- other related materials.
Criminal History Record
The Superintendent may require any prospective employee or volunteer or, where reasonable cause exists, a current employee to submit to a criminal background check at the Board's expense, and may require the person to provide fingerprint identification for that purpose.
The applicant, volunteer or employee shall be given written notification that a background check has been requested. The Superintendent or Board shall consider only those convictions that are job-related.
In addition to a background check, the Board or Superintendent may require any prospective or existing employee to submit to finger printing and have their fingerprints submitted for review against a criminal history record.
Adopted: 08-18-93; Revised: 09-12-00 * Grand County School District * Moab, Utah |
