GCG-P1 - Professional Staff Hiring

Professional staff hiring is the responsibility of the Superintendent.

The selection process may include the School Principal, the Student Services Administrator and the Program Support Services Administrator.   

The provisions of GAB – Criminal Record (with Vulnerable Sector check) and Child Abuse Registry Checks will apply.

Where all other considerations are equal, preference will be given to those candidates who are bilingual English/French, when hiring staff for a school in a community with a strong French-speaking presence.  In such instances, advertising for positions will be done through English and French media.

An effective professional staff selection process will ensure that the most appropriate candidate is selected for a specific position.

The Prairie Spirit School Division’s Equal Opportunity Employment Procedure (GBL) and Non-Discrimination Procedure (AD) will be fundamental criteria in all decisions regarding appointments to professional staff positions.

The selection process will include the following.

1) PRE-SELECTION

The Principal will:

• Consult with the Superintendent, the staff of the school, to determine particular needs for the position;

• Determine specific criteria for the position, and develop a summary job description (qualifications, duties and responsibilities) to form the basis for selection;

• Post and/or advertise the position through the Division Office as appropriate (internal/external, length of time, requirements for applicants to submit, such as statement of education, résumé, three references, etc.)

2) RECEIPT OF APPLICATIONS

The Division Office will receive all applications for the position.

3) SCREENING AND SHORT LISTING

All applications shall be reviewed by the Principal, and Vice-Principal and/or Student Services Administrator and Student Support Administrator where applicable.  References for all candidates under consideration shall be checked, to assist in establishing a short list of the most promising candidates for the position.  

4) INTERVIEW PANEL

The Interview Panel may consist of the Superintendent, the Principal, and/or the Vice-Principal, Student Services Administrator and Student Support Administrator where applicable.

5) ARRANGING INTERVIEWS

The Principal shall:

• Make arrangements with all concerned for a location and date for interviews;

• Set up a timetable for interviews and so advise the short-listed candidates;

• Prepare the interview room with a sufficient number of tables, chairs, etc.;

• Prepare copies of résumés for members of the interview panel and observers; and,

• Prepare a package of information about the Division and the school for each candidate.

Applicants selected for interviews will be requested to bring or authorize (if issued within the last 6 months) a Criminal Record Check Report.  Agreeing to a Child Abuse Registry Check, as per GAB, will also be required.  The successful applicant will complete the online Respect in Schools training and online Accessible Customer Service training.  Reasonable accommodations are available for persons with disabilities on request.

6) DEVELOPING A QUESTIONNAIRE

The Principal shall develop a questionnaire for use in interviewing candidates.   The purpose of interviews is to give all the candidates an equal opportunity to furnish information that will assist the Interview Panel in making a decision.  Accordingly, questions should:

• Generally be asked in the same manner and order to all candidates;

• Be designed to reveal important aspects about the candidate’s qualifications, experience, knowledge, skills, attitudes, educational philosophy, teaching strategies, student control methods, student assessment, etc.

• Reflect the criteria identified in the summary job description for the position, the Teacher competencies identified in the Professional Growth Model, and the duties and responsibilities of the Classroom Teacher – Job Description (GDF), or other professional job description, as the case may be. 

• Include some behaviour descriptive items.

• case studies for the candidate to respond to may be shared before the interview.

The questionnaire should be designed to facilitate the recording of notes and comments by members of the Interview Panel.

7) PREPARING FOR INTERVIEWS

Members of the Interview Panel and observers, if any, shall meet prior to the interviews to review the questions and to decide who will ask which questions.  The role of observers (recording answers, taking notes, etc.) will also be discussed.

8) POST-INTERVIEWS – DISCUSSION AND DECISION-MAKING

All members of the Interview Panel and observers shall have the opportunity to provide input by voicing their recommendations.  The Principal shall make the final recommendation and complete the Staff Hiring Form online and submit it to the Division Office.

The Principal shall offer the position to the successful candidate upon approval by the Superintendent.  Other interviewed candidates shall be notified of the decision by the Principal.

9) FOLLOW-UP

All applications for the position, reference checks, and questionnaire forms will be kept securely on file for a period of 12 months.  All information gathered will be kept confidential in accordance with the Freedom of Information and Protection of Privacy Act.

Upon request, the Principal/Superintendent will prepare a summary assessment report for the interviewee and/or provide post-interview counsel or information.