GCC/GCD-2: Teaching Staff Recruiting/Hiring

Classification: 
G: Personnel
Code: 
GCC/GCD-2

SCHOOL AND DISTRICT ADMINISTRATORS

ADVERTISING OF POSITIONS

  • All position vacancies will be advertised in the Superintendent's Bulletin.  In the case of senior positions, it is the policy of the Board of School Trustees (the “Board”) to advertise externally, as well as internally.  The actual advertisement will contain a statement regarding essential and desirable qualifications. As well, a statement detailing the major duties and responsibilities of the position will be given to all applicants.
  • As a general rule, there will be a minimum of two weeks’ notice from the date of advertisement to the deadline for applications. This period of time may be shortened if there is an unanticipated vacancy that requires that the process be compressed to fill the position with a minimum of delay but, in no case, will the period be less than a week.

THE SHORT-LISTING COMMITTEE

Function of the Short-listing Committee

The committee will be chaired by the Superintendent of Schools and an associate superintendent who, at the time of the short-listing, will review with the committee the qualifications for the position, the approximate number of openings, the number of individuals to be interviewed, the process to be followed in examining the supporting material submitted by the candidates, and the interviewing procedures.

Short-listing Procedures

  • The committee will seek to select for interview those candidates who appear to meet most completely the essential and desirable qualifications.
  • In the review of supporting data and the vitae of the applicants, it will become evident that some individuals need to increase the scope of their experience, update their knowledge, acquire more expertise, and exercise a more visible leadership role if they are to be considered for the position.  To the extent possible,this information will be discussed with internal applicants after they receive their letter telling them that they will not be interviewed.
  • The committee will endeavour to do its work by consensus but, if this cannot be achieved, the majority opinion will be recorded.  A minority report may be submitted by any of the participants on the Interviewing Committee.  It is important to understand that the Interviewing Committee merely  recommends individuals for positions to the Personnel and Staff Services Committee.  The final decision is made by the Board on recommendation from the Personnel and Staff Services Committee and the Superintendent.
  • The Human Resources Division will be informed by the chairperson of the decisions made by the Short-listing Committee.  Letters will be prepared immediately and sent to all internal applicants.
  • Those to be interviewed will be given the date for the interviews and will be told that they will be phoned prior to that date to be given their specific interview time.
  • Internal candidates who are not selected will be invited to contact one of the  associate superintendents - area if they want more specific information about their candidacy.
  • Successful and unsuccessful in-district candidates will be informed promptly of the short-listing decision.

Interviewing Procedures

  • Prior to the interview being held, the members of the committee will agree on questions that they will ask the candidates.  Each candidate will be asked the same basic questions but with flexibility in follow-up questions.
  • On the basis of the responses of the candidates to questions put to them and the supporting information that they have provided, the committee members will seek to select those individuals who most fully meet the criteria.  Areas of strength and weakness will be identified in the review of each candidate, and these will be noted for later discussion with individuals who are not recommended.

Recommendations to Personnel and Staff Services Committee 

  • The committee, after full discussion, will list the candidates and send the list of recommended individuals to the Personnel and Staff Services Committee.  A minority report may be submitted by any of the participating interviewers.  As in the short-listing process, the Interviewing Committee will try to achieve consensus.
  • The Personnel and Staff Services Committee, in private session, will study the report of the Interviewing Committee and recommend to the Board, refer back to Committee, or take any other actions it considers appropriate.

Recommendations to the Board

  • The Board, in private session, will consider the recommendations of the Personnel and Staff Services Committee.

Notification of Candidates

  • Once the Board has made its decision, the successful candidates will be informed by telephone.  Unsuccessful candidates who chose to receive a phone call will also be contacted.

Short-listing and Interviewing

  • Letters will be sent or a telephone call made to both successful and unsuccessful candidates within one day.  Those who were not recommended will be invited to contact one of the associate superintendents - area on the committee to get feedback on their strengths and areas where they need to improve. 

COMPOSITION OF THE SHORT-LISTING COMMITTEE

For School-Based Positions (Principal, Vice-Principal)

  • VTF (VESTA or VSTA)
  • VEPVPA or VASSA
  • DPAC
  • Senior management (at least one associate superintendent - area)
  • Superintendent of Schools, or designate

COMPOSITION OF INTERVIEW COMMITTEE

For School-based Positions (Principal, Vice-Principal)

  • VTF (VESTA or VSTA)
  • VEPVPA or VASSA
  • DPAC
  • Senior management (at least one associate superintendent - area)
  • Superintendent of Schools, or designate

SENIOR MANAGEMENT (Associate Superintendent/Director of Instruction)

ADVERTISING OF POSITIONS

  • Same as for administrators.

REPRESENTATIONAL SELECTION COMMITTEE

  • Short-listing to be done by a representational committee: the function of this committee and procedures are the same as for administrators.
  • Short-listed candidates to be interviewed by the same representational committee that Short-listed:
    • procedures are the same as for administrators;
    • list of short Short-listed candidates will be provided to Human Resources to set up an senior management team (SMT)/trustee selection interview;
    • unsuccessful candidates will be immediately contacted by the chairperson of the representational selection committee (by telephone) and will also receive a letter from Human Resources.

SMT/TRUSTEE SELECTION COMMITTEE

  • Short shortlist identified by the representation committee to be interviewed by senior management (3) and trustees (3) with the Superintendent to chair.
  • Senior management will be informed of the recommendations being made by the senior management and trustee interview team.

Recommendations to Personnel and Staff Services Committee

  • Same as for administrators.

Recommendations to the Board

  • Same as for administrators.

Notification of Candidates

  • Same as for administrators.

Short-listing and Interviewing

  • Same as for administrators.

COMPOSITION OF REPRESENTATIONAL SELECTION COMMITTEE

  • Superintendent (Chairperson)                    
  • Associate Superintendent (2)
  • Director of Instruction
  • Representatives of:   DPAC
  • VASSA
  • VEPVPA
  • VSTA
  • VESTA

COMPOSITION OF SMT/TRUSTEE SELECTION COMMITTEE     

  • Superintendent (Chairperson)
  • Secretary-Treasurer
  • Associate Superintendents (2)
  • Trustees (3)

DMT Responsibility:AS-HR

Cross References: 
GBA: Equal Opportunity Employment; GCN: Evaluation of Taching Staff (Administrators)
Adopted Date: 
Friday January 29, 1982
Revision Date: 
Nov 1982
Nov 1985
Jan 1989
Aug 1990
Sep 1994
Jan 1999