Human Capital Management Policy
Objective
It is the obligation of the Superintendent of Schools and the administration to ensure the selection and hiring of highly qualified, effective, certified staff that best meets the needs of the students of the West Warwick School District.
The West Warwick School District shall regard a highly qualified applicant as one who fulfills all Federal, State and District laws, rules, regulations and requirements of the position.
With the approval of the revised Basic Education Program (BEP) by the Board of Regents, effective July 1, 2010, the overarching goal of the BEP is clear: continuous improvement of student learning must be the primary reference point for all decision-making, including personnel assignment and evaluation “in order to effectively meet these functions, each LEA shall maintain control of its ability to recruit, hire, manage, evaluate and assign its personnel.” [BEP G-15-2.2(a)]
As the chief executive of the LEA, the Superintendent of Schools shall comply with provisions of Federal and State law, including the full implementation of the BEP. He or she shall have the final authority for the determination and recommendation of personnel to be employed by the West Warwick School District.
This policy applies to any and all positions involving the delivery and support of instruction to students, including but not limited to, certified staff, administrators, support staff including but not limited to, guidance counselors, psychologists, social workers, and teaching assistants. [RIGL 16-11.2-1 et seq. In addition, teaching assistants must pass the para professional test. VII Posting of Position Openings]
This policy applies to all personnel decisions, including but not limited to, new hires, transfers, promotional positions, reductions in staff and recalls to positions.
Staff Assignment
The building administration, under the direction of the Superintendent, reserves the right to assign teachers to positions to which they are qualified. The West Warwick School District will post available positions internally through the Human Resources Office and our current posting practices. Qualified applicants from within the District may apply and be considered. At all times, the West Warwick School District reserves the right to seek candidates from outside the District in order to recruit the most qualified personnel.
The building administration, under the direction of the Superintendent, may follow the protocol described herein to ensure that applicants are assessed based upon qualifications, taking into account but not limited to, the following factors:
· Teacher effectiveness as measured by student achievement and academic growth
· Current and past evaluation
· Educational background
· Content knowledge and demonstration of best instructional practice
· Knowledge of District programs
· Professional artifacts, including data analysis
· Performance on interview
· Work experience, within or outside the District
· Student and District need
Authorization
The request to hire teachers and/or fill vacancies shall be initiated by the school principal. This request will move forward through a recommendation to the Superintendent. The Superintendent shall appoint candidates.
Promotion
West Warwick School District employees shall be encouraged to apply for promotional positions, which require greater responsibility and increased remuneration, and shall be given due consideration by the District.
Posting of Position Openings
The Human Resources Office will post all positions through various media.
All certified positions subject to the Collective Bargaining Agreement will be posted for a minimum of five (5) days, unless otherwise provided by the Collective Bargaining Agreement. The schools reserve the right to interview immediately after the closing date.
Application Process
Completed applications shall be processed after all related materials, i.e., transcripts, reference statements, and evidence of certification or eligibility for certification have been received by the Human Resources Office. Each applicant shall be notified periodically of the need for such related materials before the application can be processed further.
Screening Process
All completed applications and related materials shall be reviewed by a screening committee comprised of not less than two administrators. On the basis of preparation, experience, references, transcripts and certification, the most qualified applicants shall be identified for interview by the screening committee.
Interview Process
The building administration, under the direction of the Superintendent, shall select a team to participate on the Interview and Selection Committee. Participants may include, but are not limited to:
Administrator(s) of the appropriate level
A content specialist and/or educator with expertise in applicable certification area
A teacher leader who has been identified by the administration through experience as a Head Teacher, Teacher Leader, Department Chair, Lab Classroom Teacher or other evidence of school leadership
A parent or community member, if appropriate
The Interview and Selection Committee will agree to sign a confidentiality agreement stating the parameters of professional confidentiality which safeguard the interview and selection process.
The Interview and Selection Committee will identify specific criteria and indicators that all hires must demonstrate at an acceptable level before the candidate is recommended for an assignment. The Committee will create a selection process that allows candidates multiple opportunities to demonstrate the identified criteria. The interview process may include, but is not limited to:
A demonstration of an instructional lesson
Evidence and/or artifacts in the form of a data analysis task with a demonstration of its application to improved student achievement and academic growth
Samples of student work with task criteria and teacher feedback
Interview questions
Recruitment and Selection
Following the preliminary interviews, the building administrator, under the direction of the Superintendent, will review and consider the results of the interviews to determine the best qualified candidates.
Prior to an official offer being extended, the Superintendent will review the recommendation of the administrator for appointment. The building administrator’s recommendation shall be based upon his/her best independent educational judgment in conformance with State law and input from the process described above.
School Principals
The Superintendent shall appoint a school principal for each school within the District.
Compensation for school principals shall be determined by the School Committee.
The School Committee shall be responsible for entering into a contract of employment with school principals selected by the superintendent.
Administrators and Other Personnel Not Assigned to Individual Schools
The superintendent shall appoint administrators and other personnel not assigned to individual schools within the District.
Compensation for administrators and other personnel not assigned to individual schools, who are members of a collective bargaining unit, shall be determined in accordance with the collective bargaining agreement under which they fall.
Compensation for administrators and other personnel not assigned to individual schools, who are not covered by a collective bargaining agreement, shall be determined by the School Committee.
The School Committee shall be responsible for entering into a contract of employment with administrators and other personnel not assigned to individual schools, who are not covered by a collective bargaining agreement.
Reference Check
All hires are conditioned upon successful verification of reference checks and BCI background checks. Reference verification shall be conducted by the Superintendent and/or his/her designee. Prior to the acceptance of employment, all hires must submit:
BCI (Background Criminal Investigation)
Coaches and volunteers will be required to submit yearly BCI
W-4 and I-9 forms
Mantoux (PPD) skin test (tuberculosis) must be completed within twelve (12) months and other testing as required from time to time by RIDE or the Department of Health
Evidence of appropriate certification from RIDE
Evidence of appropriate prior certification experience
Conformance
This policy shall be in strict conformance with the rules and regulations promulgated by the Rhode Island Department of Education and the Rhode Island Board of Education, Council on Elementary and Secondary Education, as well as the relevant Federal and State law and collective bargaining agreements.
This policy shall supersede any and all previously adopted West Warwick School District contrary to the terms contained herein.
Date Adopted:
May 14, 2013
Revision Date:
10/8/2019
12/14/2022