Embedded Files
HR 2.0
Teachers are hired and terminated according to procedures coordinated by the Department of Human Resources.
Purpose:
To provide a safe environment for the children and youth entrusted to the Archdiocese's care.
To screen Church Personnel for their fitness to work with minors.
To comply with Archdiocesan hiring procedures.
To comply with federal, state, and local laws.
To assure equitable and just employment practices.
To assure qualified and competent teachers.
Commentary/Procedural Points:
The Department of Human Resources:
Posts job opportunities on the Archdiocese of Baltimore's website.
Refers qualified applicants responding to the Archdiocese of Baltimore's postings.
Updates school administrators on current federal, state, and local employment laws.
Provides teacher employment agreements and responds to questions regarding their interpretation.
Serves as a resource for employee-related concerns
The Principal (Responsible Administrator)
Follows the hiring and termination process as outlined by the Department of Human Resources and the Office of Child and Youth Protection.
Downloads the applicant's employment application and credentials from UKG.
Must request the applicant's eligibility for hiring (previous or current employee or volunteer of the Archdiocese of Baltimore) from the Department of Human Resources (for employees) or the Office of Child and Youth Protection (for volunteers).
Consults with the Department of Human Resources, Department of Catholic Schools, Pastor, and School Board President before considering reduction in staff (downsizing).
Ensures that all paid school personnel undergo the CJIS fingerprint check (State and FBI background check) at the employer’s expense prior to or on the first day of employment, and contacts the Department of Human Resources if the background check contains any record of arrests, charges, etc., regardless of the nature or date of the offense.
Ensures that all required documents relating to Archdiocese of Baltimore's hiring and child protection policies and procedures are maintained in the local school file.
References:
Hiring procedures as outlined in the AOB Child and Youth Protection Procedures Manual: Procedures for Implementation and Compliance: A Statement of Policy for the Protection of Children & Youth.
Archdiocese of Baltimore HIring Process for the Principal (Responsible Administrator)
View the video of the New HIring Process and ask questions if unclear about the process (April 2025).
Post position on UKG. Requisition Form
Review and print applications from UKG.
Select applicants to interview.
Conduct interviews.
Print and follow the AOB's Employee Personnel File Checklist for Catholic Schools Personnel File Checklist
Secure and review three supervisory references using the Archdiocese of Baltimore's Employment Reference Form for the applicant. Secure a reference from all Archdiocese of Baltimore Schools and parishes where the final applicant has ever worked, contacting the Archdiocesan Department of Human Resources for any schools or parishes that have closed. Completed references must be obtained before an offer of employment is made. Reference Form
Create and extend the Offer Letter.
Ensure compliance with Annotated Code of Maryland Education Article 6.113-2, using the Maryland's Employment History Review Form (Child Sexual Abuse and Sexual Misconduct Form, as follows: Employment History Review Form
For final candidates for teaching and ALL positions in the School, the final candidate must complete the top of page 1 of the Employment History Review Form with all required information, up to the heading “TO BE COMPLETED BY CURRENT OR FORMER EMPLOYER”, and ALL the information on pages 3 and 4, including date and signature. Final candidate must complete one form for each of the entities listed below, but the form can be sent to the entity by email.
All four pages of the form must be sent to:
The final candidate’s current or, if not currently employed, most recent employer, whether or not the final candidate worked in any capacity with minors;
Any school where the final candidate has EVER WORKED, both within and outside the Archdiocese of Baltimore, both in and outside the State of Maryland;
Any non-school employer where the final candidate has worked in the 10-year period immediately preceding his/her application for employment with the Archdiocese of Baltimore. An example of a non-school employer would be a daycare center.
Ensure compliance with Annotated Code of Maryland Education Article 6.113-2, using the Maryland's Employment History Review Form (Child Sexual Abuse and Sexual Misconduct Form by completing the Request for Information on Applicant’s Certification Status Form and submitting to the email address listed on the Form, for ALL positions in the School regardless of contact with minors.
Offer a Lay Employment Agreement (contract) to the applicant. Lay Employee Agreement
August 2025
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