G13: Employment Application and Selection

Category G: Personnel

Procedure G13: Employment Application and Selection



The following outlines the procedures by which candidates for employment are selected for the Amherst-Pelham Schools. These guidelines are for all staff positions including the following categories: administrators, teachers, paraeducators, clerical/media, custodial/maintenance, substitute teachers, department heads, and subject area coordinators.

Notice of Vacancies

All vacancies in the district are posted on School Spring, the district’s designated online application platform. In addition, all professional vacancies are posted in each local school building in accordance with negotiated contracts.  Known professional vacancies for the following school year are also circulated each spring to area colleges and other placement offices and are advertised in local newspapers.  From time to time, the Human Resources office may use other advertising methods, as appropriate

Application Information

Individuals interested in being considered for employment by the Amherst-Pelham Schools may apply at any time for positions for which they feel eligible.  Applications will only be selected when submitted electronically via School Spring or other district-designated employment platform

The Amherst-Pelham Schools are an equal opportunity, affirmative action employer.The Amherst Public, Amherst-Pelham Regional and Pelham Public School Districts prohibitdiscrimination against employees, and applicants for employment on the bases of race, color, national origin, age, disability, sex, gender identity, religion, reprisal, genetic information and where applicable, political beliefs, marital status, familial or parental status, sexual orientation, or all or part of an individual's income is derived from any public assistance program, or protected genetic information in employment.

Employment Procedures

The following employment procedures outline the application, selection and hiring procedures for district staff positions by category.  The Superintendent or Human Resources Director may participate directly in any procedures described.

 

Administrators (Other than Superintendent)

  1. Applications:  Applications are received and screened by the Human Resources office via School Spring (or other online platform designated by the Districts). 
  2. Screening:  Applications are screened by the Human Resources office. Applicants who are invited for interviews are contacted by the Human Resources office.
  3. Interviews:  Interviews are conducted by the interview team established by the Human Resources Office and/or the Superintendent.  A final interview is scheduled with the Superintendent.
  1. Appointments:  Successful candidates will be granted appointment by the Superintendent. Following the appointment by the Superintendent, the candidate will be referred to the Director of Human Resources for placement on the salary scale and initiation of hiring paperwork.
  1. Notifications:  Appointees, unsuccessful applicants who have been interviewed, and any other current staff applying for administrative vacancies will be notified of their status by the Human Resources office.
  2. Contracts:  Contracts for successful candidates are sent by the Human Resources office with a letter from the Superintendent or Human Resources Director.
  3. Resignations:  Resignations, when they occur, should be submitted in writing to the Human Resources Office.

 

Teachers

  1. Applications:  Applications are received and screened by the Human Resources office via School Spring (or other online platform designated by the Districts). 
  2. Screening:  Applications are screened by building administrators for school positions.  Screening may include department heads.  Applicants who are invited for interviews are generally contacted by the Human Resources office.
  3. Review:  Applications of candidates selected for interviews may be reviewed by and commented on by District Directors/Coordinators.
  4. Interviews: The Principal/Director will arrange for interviews to be carried out by an interview team which will usually consists of the following members:

Elementary:    

  • Building Principal and/or Pupil Personnel Services Director
  • Educational Team Representative
  • Parent Representative

Secondary:     

  • Building Principal and/or Pupil Personnel Services Director
  • Department Head or Department Teacher
  • Parent Representative

Additional staff may be invited to assist in interviews at the discretion of the Superintendent or Principal/Director.  The interview team will provide comments to the Principal/Director or his/her designee.

  1. Recommendation:  The Principal/Director will meet with the candidate and make a determination about which candidate best suits the vacancy.  The Principal/Director will then complete appointment paperwork to be forwarded to the Human Resources Office .
  2. Diversity:  The file of the recommended candidate will be reviewed by the Human Resources Office to ensure that affirmative action measures have been taken.
  3. Approval:  The Superintendent or his/her designee will meet with the candidate recommended for hire by the Principal/Director and make the final hiring decision.
  4. Appointment:  The candidate will be referred to the Director of Human Resources for placement on the salary scale and initiation of hiring paperwork.
  5. Notifications:  Appointees, unsuccessful applicants who have been interviewed, and any other current staff applying for teaching vacancies will be notified of their status by the Human Resources Office.

Contracts:  Contracts for successful candidates are sent by the Human Resources office with a letter from the Superintendent or Human Resources Director.

Orientation:  Principals and others will be notified of the hire to initiate the orientation process.

 

Paraeducators

Paraeducators work under the supervision of an administrator, teacher or other educator on staff

  1. Applications:  Paraeducators may apply for positions for either regular education or special education services, and either may be full-time or part time.  Applications are received by the Human Resources office via School Spring (or other online platform designated by the Districts).    
  1. Screening:  After review by the Human Resources Office, applications are screened by teachers and/or a building administrator.  Applicants who are invited for interviews are contacted by the appropriate teacher or administrator. 
  2. Review: Applications of candidates selected for interviews may be reviewed by and commented on by a member of the Superintendent’s Council, as appropriate.
  3. Interviews:  Interviews for applicants will be carried out by supervising teachers, central administration, and/or principals.  The Student Services Director may participate in the interviews of applicants for Student Services positions.
  4. Diversity:  The file of the recommended candidate will be reviewed by the Human Resources Office to ensure that affirmative action measures have been taken.
  5. Appointments:  Appointments are made by the Human Resources Director, following receipt of a recommendation from the building principal or, for Student Services position, the Student Services Director.
  6. Notifications:  Appointees will be notified by the Human Resources office.  Unsuccessful candidates who have been interviewed and any other current staff applying for the vacancy will also be notified of their status.
  7. Contracts:  Contracts for successful candidates are sent by the Human Resources office with a letter from the Human Resources Director.
  8. Resignations:  Resignations, when they occur, should be submitted to the building principal for forwarding to the Human Resources Director.

 

Tutors

Tutors are those persons hired to provide specialized and temporary services to children. 

  1. Applications:  Applications are received by the English Language Learner office.  They may be carried forward each year at the request of the applicant.
  2. Screening:  Applications for tutoring positions will be screened by the appropriate program director.  Applicants selected for interviews are contacted by the program director.
  3. Interviews:  Interviews for tutoring positions will be conducted by the program director.
  4. Appointments:  Tutors do not receive formal contracts, but work on an hourly basis through time cards. Hours worked are verified by the appropriate program director and/or the principal.
  5. Notifications:  Applicants selected as tutors will be notified by the English Language Learner’s office.  Those interviewed for tutorial positions, but not hired, will also be notified by the appropriate program director or principal.
  6. Contracts:  Tutors do not receive contracts, but work on a time-card basis (hourly).
  7. Resignations:  Resignations, when they occur, should be submitted in writing to the appropriate program director or principal and forwarded to the business office.

 

Clerical/Media

  1. Applications:  Applications are received by the Human Resources office. 
  2. Screening:  Applications for clerical and media positions will be screened by Human Resources, then by the building principal or the appropriate administrator.  Applicants who are invited for interviews are contacted by the building principal or the appropriate administrator.
  3. Interviews:  Interviews for clerical and media positions will be conducted by the building principal or the appropriate administrator.
  4. Diversity:  The file of the recommended candidate will be reviewed by the Human Resources Office to ensure that affirmative action measures have been taken.
  5. Appointments:  Appointments are made by the Human Resources Director, following receipt of a recommendation from the building principal or the appropriate administrator.
  6. Notifications:  Appointees will be notified by the Human Resources office.  Unsuccessful candidates who have been interviewed will be notified of their status.
  7. Contracts:  Contracts for successful candidates are sent by the Human Resources office with a letter from the Human Resources Director.
  8. Resignations:  Resignations, when they occur, should be submitted to the building principal, or appropriate administrator, for forwarding to the Human Resources Director.

 

Custodial/Maintenance/Transportation

  1. Applications:  Applications are received by the Human Resources office.  They may be updated and carried forward each year at the request of the applicant.
  2. Screening:  Applicants will be screened by the Human Resources Office, then by the Director of Facilities and Transportation.  Applicants who are invited for interviews are contacted by the Director of Facilities and Transportation.
  3. Interviews:  Interviews for custodial, maintenance, and transportation positions will be conducted by the Director of Facilities and Transportation and in consultation with the building principals for custodial positions.
  4. Diversity:  The file of the recommended candidate will be reviewed by the Human Resources Office to ensure that affirmative action measures have been taken.
  5. Appointments:  Appointments are made by the Human Resources Director, following receipt of a recommendation from the Director of Facilities and Transportation.
  6. Notifications:  Appointees will be notified by the Human Resources office.  Unsuccessful candidates who have been interviewed will be notified of their status.
  7. Contracts:  Contracts for successful candidates are sent by the Human Resources office with a letter from the Human Resources Director.
  8. Resignations:  Resignations, when they occur, should be submitted to the Director of Facilities and Transportation with a copy to the building principal, for forwarding to the Human Resources Director.

 

Substitute Teachers

  1. Applications:  Applications for substitute teaching should be submitted to the Human Resources Office.
  2. Screening:  Applicants will be screened by Human Resources. Applicants who are invited for interviews are contacted by the Human Resources Office.
  3. Interviews:  Interviews will be conducted by the Human Resources Director or his/her designee.
  4. Appointments:  Not applicable
  5. Notifications:  A member of the Human Resources staff will notify applicants whether or not they will be placed on the active list for substitute teaching.
  6. Contracts:  Substitute teachers are not under contract, but will be paid in accordance with approved rates.
  7. Resignations:  Not applicable

 

Paid Extra Duty Assignments

Applications:  Currently employed staff or external individuals may apply for approved extra duty assignments (coaching, debate coach, etc.).  Such applications should be submitted electronically via School Spring.

*If no applications are forthcoming, the appropriate administrator, usually but not limited to the Principal or the Athletic Director, may invite staff members to fill these positions.

  1. Screening:  Screening of applications will be carried out by the Principal or, in the case of coaching, by the the Athletic Director. Applicants who are invited for interviews are contacted by the appropriate administrator, either the Principal or the Athletic Director.
  2. Interviews:  Interviewing of applicants will be carried out by the Principal or the Athletic Director.
  3. Appointments:  Appointments are made by the Human Resources Director, following receipt of a recommendation from the Principal or Athletic Director.
  4. Notifications:  Appointees will be notified by the Human Resources Office.  Unsuccessful applicants will be notified of their status by the Principal or Athletic Director.
  5. Contracts:  For current employees appointed to an extra duty assignment, an Additional Activities Contract will be generated and sent to the appointee.  For new employees, an Additional Activities Contract will be generated and payroll paperwork must be completed.  At the time of appointment, successful applicants will be instructed about the paperwork process.
  6. Resignations:  Resignations, when they occur, should be submitted to the Human Resources Director.

 

Department Heads

  1. Applications:  Only individuals presently on the regional staff may apply. Applications should be received by the building principal prior to April 1 of the preceding school year. 
  2. Screening:  Screening of applications for eligibility will be conducted by the Principal. If interviews are required, applicants who are invited for interviews are contacted by the Principal
  3. Interviews:  Interviews, when required, will be conducted by the Principal.
  4. Appointments:  Appointments to three-year terms are made by the Superintendent.
  5. Notifications:  Appointees will be notified of their status by the Human Resources Office.  Unsuccessful applicants will be notified of their status.
  6. Contracts:  An additional activities contract will be issued by the Human Resources Office to reflect the employee’s additional compensation.
  7. Resignations:  Resignations, when they occur, should be submitted to the Human Resources Director.

 

Elementary Subject Area Coordinators

  1. Applications:  Applications from elementary staff are received by the Director of Curriculum in the spring for the following year.
  2. Screening:  Applications are screened by the Director of Teaching and Learning. Applicants who are invited for interviews are contacted by the Director of Teaching and Learning.
  3. Interviews:  Applicants to be interviewed will be interviewed by the Director of Teaching and Learning.
  4. Appointments:  Appointments are made by the Superintendent upon the recommendation of the Director of Teaching and Learning.
  1. Notifications:  Appointees will be notified of their status by the Director of Teaching and Learning.  Unsuccessful applicants will be notified of their status.
  1. Contracts:  An additional activities contract will be issued by the Office of Teaching and Learning to reflect the employee’s additional compensation.
  2. Resignations:  Resignations, when they occur, should be submitted to the Human Resources Director.

 

Authorizing Document(s)

POLICY CHA: Development of Regulations

 

 

Updated:

July 2014

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