GCFPROFESSIONAL STAFF HIRING
GCFThe District shall strive to employ and retain high-quality personnel.
Before employing a certificated or non-certificated person, the district shall conduct a search of the prospective employee on the educator information system that is maintained by the Department of Education.
The school district may not employ either of the following in a position that requires a valid fingerprint clearance card:
A. A certificated person whose certificate has been suspended, surrendered or revoked unless the State Board of Education has subsequently reinstated the person’s certificate.
B. A noncertificated person who has been prohibited from employment at a school district or charter school by the State Board of Education pursuant to A.R.S. 15-505.
The District shall annually submit to the Department of Education a list of certificated and noncertificated persons who are employed at the district. The department shall issue guidance to the District regarding this requirement.
The Board has the legal responsibility of approving the employment of all staff. While this responsibility cannot be waived, the Board assigns to the Superintendent the process of recruiting staff members. In carrying out this responsibility, the Superintendent may involve other staff members as needed. All personnel selected for employment must be recommended by the Superintendent and approved by the Board. To aid in obtaining the best available staff members, the following criteria shall be utilized in the selection process for initial employment:
A. There will be no discrimination in the hiring process due to race, sex (which includes a prohibition against sexual harassment as described in the District's policy concerning sexual harassment), sexual orientation, gender identity or expression, national origin, ethnicity, religion, creed, age, or disability of an otherwise qualified individual.
B. A candidate for middle school and high school teaching shall have a major in the field to be taught. A major, if not specified on a transcript, is the equivalent of thirty (30) semester credit hours in the content of the teaching assignment. An elementary school candidate shall have a major in elementary education and have a minimum of six (6) semester credit hours in each of the core academic subjects taught in kindergarten (K) through grade five (5) - Social studies, mathematics, science, English, and reading. Elementary school candidates for a special area assignment shall have a major or endorsement in the area of specialization. An early childhood certificate or endorsement is required for teachers in kindergarten (K) and is recommended in grades one (1) through three (3). Any exceptions to these preparation requirements must be first approved by the Superintendent.
C. Teachers who do not meet the requirements listed above cannot be reassigned during their career in the District to areas outside their academic major. Any exceptions to these preparation requirements must be first approved by the Superintendent.
D. Candidates for all teaching positions shall be able to deliver quality instruction.
E. Each candidate shall provide evidence of meeting state requirements for certification.
F. Each candidate shall be requested to complete a consent-and-release form regarding conduct of a background investigation.
G. A "background investigation" - consisting of communication with the applicant's (or employee's) former employer that concerns education, training, experience, qualifications, and job performance for the purpose of evaluation for employment - shall be conducted on each individual to be considered for a recommendation of employment. Forms developed for this purpose are to be used.
H. District shall seek references from the applicant's current employer and two (2) other (most recent) previous employers.
Information obtained about an employee or applicant for employment by the District in the performance of a background investigation, including any records indicating that a current or former employee of a school or school district was disciplined for violating policies of the Governing Board pursuant to A.R.S 15-153, may be retained by that district and may be provided to any school district or other public school that is performing a background investigation.
Any employee's misstatement of fact that is material to qualifications for employment or the determination of salary shall constitute grounds for dismissal.
Before employment, the School District shall verify the certification and fingerprint status of applicants who apply for positions that require certification.
Should the need arise to employ a teacher who meets the requirements for a conditional certificate before an applicant has obtained the appropriate valid fingerprint clearance card, the District may assist in obtaining the conditional certificate, and employ the teacher, by meeting all of the following conditions:
A. verifying in writing on a form provided by ADE the necessity for hiring and placing the applicant into service before a fingerprinting check is completed
B. obtaining from the Department of Public Safety a statewide criminal records check on the applicant. Subsequent criminal records checks must be completed every one hundred twenty (120) days until a permanent certificate is received
C. searching the criminal records of all local jurisdictions outside Arizona where the applicant has lived in the previous five (5) years
D. providing general supervision of the applicant until permanent certification is issued by ADE
Upon recommendation for employment, the District shall confirm employment authorization and employment eligibility verification by participating in the E-Verify program of the Department of Homeland Security's (DHS) U.S. Citizenship and Immigration Services Bureau (USCIS) and the Social Security Administration (SSA). The District will then complete the Form I-9 as required and maintain the form with copies of the necessary documents and documentation of the authorization and verification pending any inquiry.
The Superintendent of Public Instruction may also impose any additional conditions or restrictions deemed necessary.
Any person who permits unauthorized access to criminal history record information, releases criminal history record information, or procures the release or uses criminal history record information other than in accord with A.R.S. 41-1750 is guilty of a class 6 felony.
A professional candidate's acceptance of a contract offer must be indicated within fifteen (15) business days from the date of the written contract or the offer is revoked. Written notice of the deadline date for acceptance shall be included in the contract offer or an attachment to the contract offer. The candidate accepts the contract by signing the contract or by making a written instrument that accepts the terms of the contract and delivers it to the human resources department. If the written instrument includes terms in addition to the terms of the contract offered by the Board, the candidate fails to accept the contract.
Any employee of the District may express in writing an interest in an existing vacancy. If the vacancy constitutes an advancement, the employee may submit an application.
Adopted: November 9, 2021
LEGAL REF.:
A.R.S.
13-3716
15-153
15-502
15-503
15-505
15-512
15-536
15-538.01
15-539
15-550
23-211
23-212
23-1361
38-201
38-231
38-232
38-766.01
41-1750
41-1756
CROSS REF.:
GCB - Professional Staff Contracts and Compensation
GCFC - Professional Staff Certification and Credentialing Requirements
(fingerprinting requirements)
GCO - Evaluation of Professional Staff Members