DC(LOCAL) - EMPLOYMENT PRACTICES

Personnel Duties

The Superintendent or designee shall define the qualifications, duties, and responsibilities of all positions and shall ensure that job descriptions are current and accessible to employees and supervisors.

Posting Vacancies

The Superintendent or designee shall establish guidelines for advertising employment opportunities and posting notices of vacancies based on current law. These guidelines shall advance the Board's commitment to equal opportunity employment and to recruiting well-qualified candidates. Current District employees may apply for any vacancy for which they have appropriate qualifications.

Applications

All applicants shall complete the application form supplied by the District or online application for available positions. Information on applications shall be confirmed before a contract is offered for a contractual position and before hiring or as soon as possible thereafter for a noncontractual position.

[For information related to the evaluation of criminal history records, see DBAA.]

Selection and Employment of All Personnel

The Board delegates to the Superintendent or designee final authority to hire contractual personnel and final authority to hire and dismiss noncontractual personnel.

The term "hire" shall mean the initial employment of a person by the District or the employment of a person after a break in previous employment with the District. All other actions regarding the contracts of current employees shall be taken according to applicable Board policy. [See also BJA(LOCAL)]

Exit Interviews and Exit Reports

An exit interview form shall be available online and shall be filled out by each employee who leaves employment with the District. Employees who do not have online computer access may contact the benefits office concerning the exit interview.

Employment Assistance Prohibited

No District employee shall assist another employee of the District or of any school district in obtaining a new job if the employee knows, or has probable cause to believe, that the other employee engaged in sexual misconduct regarding a minor or student in violation of the law. Routine transmission of an administrative or personnel file does not violate this prohibition. [See CJ for prohibitions relating to contractors and agents and DH(EXHIBIT) for the Educators' Code of Ethics.]

Spring ISD

DC(LOCAL)-X

LDU 2017.06

DATE ISSUED: 10/19/2017