OVERVIEW

The School Board is an equal opportunity employer and is firmly committed to complying with all applicable equal employment opportunity laws. Personnel decisions shall be based on merit and on the ability to perform the essential functions of the job with / or without reasonable accommodation. 

PROCEDURE

1. Vacant position identified - via resignation, completed modification form or via the complement.

2. Assigned HR Specialist posts the position for a minimum of 5 business days.

3. Hiring principal/manager screens candidates based on the job description and schedules interviews with qualified candidates. 

   • For licensed positions, the hiring manager verifies the candidate holds or is eligible for a license with the appropriate endorsement.    VDOE License Query    NASDTEC Public Educator Certification Lookup Websites

   • Candidates must apply to be considered.

   • Panels should be diverse and must consist of at least three members. 

   • While interviews may take place over multiple days, the same panel members should be present at each interview session.

   • Panel chair reviews the confidentiality statement with the panel members and obtains signatures. 

   • Upon conclusion of the interviews, the panel members come to a consensus with respect to which candidate(s) will be recommended for hire. 

4. The hiring manager/principal submits the completed documentation documentation to the assigned HR Specialist: 

   • Confidentiality Form

   • Consensus Form

   • Reference Check Form

5. The HR Specialist reviews the application and documentation, extends the offer and notifies the hiring manager of the proposed start date.

BEST PRACTICES

• When possible, provide a written copy of the interview questions to the candidates during the interview. 

• Ask the questions as written to ensure each candidate is asked the same question in the same manner. 

• Promptly submit the recommendation documentation to Human Resources to ensure the candidate is contacted as quickly as possible. 

• Make certain the candidate's application is complete.  If the candidate failed to provide transcripts, license or references it will delay processing.  You may advise the applicant that we are interested in their candidacy and the documents must be submitted to HR in order to proceed to the next step.

• Reference the IRC# in any correspondence with HR. 

POLICY & LEGAL REFERENCES

P4-01-0001 - RECRUITMENT, SELECTION AND ASSIGNMENT

US Equal Employment Opportunity Commission

DOCUMENT LINKS

Confidentiality and Consensus Form 

Teacher Reference Form 

Classified Staff Reference Form

HR CONTACT

HR Specialist

OVERVIEW

A transfer is a move to a position on the same pay grade. A change in the number of days on the same contract is considered a lateral transfer.

PROCEDURE & BEST PRACTICES

• Transfer procedure is communicated in early January. 

• Employees apply for posted vacancies through the applicant management system. 

• No transfers will take place after communicated date.  

• Memo related to Teacher Transfer Process

POLICY & LEGAL REFERENCES

P1-01-005 - Employee Requests for Transfer/New Assignment

R4-01-005 - Procedures for Requesting Voluntary Transfer/New Assignment

HR CONTACT

HR Specialist

OVERVIEW

A teacher surplus occurs when changes to a program or school reduce the number of teachers needed and the reduction cannot be accomplished through attrition.  

PROCEDURE & BEST PRACTICES

See Policy R4-01-004 - Guidelines for Reassignment of Surplus Teaching Personnel

• Surplus identified

• Principal seeks volunteers

• If there are no volunteers, the principal works with the assigned HR Specialist to determine the surplus employee(s) in accordance with policy. 

• The principal notifies the impacted employee(s) via an in person meeting.

• After the principal's meeting, HR notifies the surplus employee in writing. 

• HR Specialist will work to place the surplus employee in a vacant position.

• Solicit voluntary transfers promptly upon notification of a surplus. 

• Communicate any specific program or endorsement requirements with HR.  

POLICY & LEGAL REFERENCES

R4-01-001 - Guidelines for Reassignment of Surplus Teaching Personnel

HR CONTACT

HR Specialist

OVERVIEW

A transfer is a move to a position on the same pay grade. A change in the number of days on the same contract is considered a lateral transfer.

Classified employees may request transfer as vacancies occur throughout the school year by submitting an application through the applicant management system.   

However, upon acceptance of a new assignment (promotion, demotion or lateral transfer) employees shell serve a probationary term of six months. 

PROCEDURE & BEST PRACTICES

• Employee applies for posted vacancies through the applicant management system.

• If the employee is offered and accepts a lateral transfer, the current supervisor is notified by Human Resources. 

• Human Resources works with both supervisors to determine the appropriate effective date.

POLICY & LEGAL REFERENCES

P1-01-005 - Employee Requests for Transfer/New Assignment

R4-01-005 - Procedures for Requesting Voluntary Transfer/New Assignment

P4-03-002 -  Professional Staff Probationary Term and Continuing Contract Teachers 

HR CONTACT

HR Specialist