Human Resources - Hiring Process

Administrative / Certificated / Classified

Administrative Employee Hiring Process

Candidate

• Submit application to Human Resources (Letter of interest, résumé, 2-3 letters of recommendation. )
• Applications are reviewed.
• Selected applicants invited to interview with first panel.
• Finalist applicants interview with final panel.
• Finalists may be offered a position.
• If hired, candidate makes appointment to complete paperwork, fingerprints, etc.
• Candidate advised by Human Resources when to report for work. Failure to do this may result in paycheck problems.

Human resources staff

• Post all openings in EDCAL and on Hot Line (510) 620-2265, and on district website.
• Screen all applicants for eligibility.
• Arrange screening interview panel and inform candidates of their appointment time.
• On day of interview panel, administer written test and facilitate interviews.
• Give results of panel to Assistant Superintendent, Human Resources.
• Arrange final interviews with Superintendent and selected panel.
• Write memorandum of recommendation to the Board of Education.
• After Board Action, offer the position to the candidate.
• If candidate accepts, refer him or her to the proper technician for hiring process.
• Inform candidate when he or she may report for work.

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Certificated Hiring Process

Candidate

• Submit application to Personnel Office (application form, letter of interest, résumé, copies of credential, transcripts, CBEST, 2-3 letters of recommendation, TB clearance)
• Call the Hot Line (510-620-2265) to find out job openings. Call the principal where you wish to interview to set up an appointment.
  OR
  Set up an appointment to interview at site that calls you as a result of Personnel referral.
• Interview at the site.
• Wait for a job offer extended by the Personnel Office (no one else may extend an offer of employment).
• Make an appointment with your Personnel Technician to complete your paperwork, fingerprints, pay fees (if any), etc.
• Wait to be advised by the Personnel Office that you may report for work. Do not report for work until you are cleared. Failure to do this may result in paycheck problems and/or credential problems.

Principal

• Advise Director of Certificated Personnel of any openings.
• Interview candidates referred by Personnel Office
  OR
  Advise Director of Certificated Personnel that you have a candidate you wish to have evaluated for eligibility for your position. Provide name and telephone number of the candidate as well as exact position.
• Make a reference check for all new candidates. Fill out reference form completely, date and sign it, and submit it to Personnel.
• Recommend to the Director of Certificated Personnel that your choice of candidate be offered your position. Do not offer the position yourself. Only Human Resources can hire .
• Make sure that all new teachers coming to your site have been cleared to work. Failure to do so may result in paycheck problems and/or credential problems.

Human Resources

• Post all openings on Hotline.
• Screen all applicants for eligibility.
• Refer new applicants to principals with openings.
• Provide lists of prior applicants on request.
• When a site recommends hiring a candidate, review paperwork for eligibility for that particular position.
• Offer position(s).
• If candidate accepts, refer him/her to the proper technician for hiring process. Inform candidate of any fees, official or unofficial transcripts, etc. required for the hiring process.
• Inform site of candidate's acceptance/rejection of offer.
• Inform candidate when he or she may report for work.
• Inform the principal when candidate may report for work.

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Classified Employee Hiring Process

Includes promoting from substitute status to permanent status

• To promote or become permanent you must apply when the position you are interested in is posted for promotion.
• Promotional postings are posted on employee/staff bulletin boards at all sites including Personnel Office. It is the responsibility of the employee to check the job postings frequently so as not to miss opportunities.
• To apply for a promotion you must complete Application for Promotion form in the Personnel Office or at any the other district site. Be sure to apply by the closing date; late applications will not be accepted. Faxed applications will be accepted only before the closing date.
• The Personnel Office will paper screen the applications and administer any necessary testing.
• Oral panel interviews are held and all candidates successfully passing the interviews are placed on the eligibility list.
• Any vacancies that were not filled by transfer are filled from the eligibility list. Employees are listed in seniority order, please see the following:
  • Permanent Employees within job unit;
  • Permanent Employees out of job unit;
  • Demotions;
  • Substitutes;
  • Outside Applicants.
• Local One positions: The three employees with the most seniority are interviewed by the site administrator who then selects one candidate to fill the position.
• Management, Supervisory or Confidential positions: The site administrator may choose to interview one or all applicants from the list for a position.
• All eligibility lists are in effect for 1 year only or until they contain fewer than three employees, whichever is sooner.
• Local One Positions ONLY: If your name is on an eligibility list for a position, then it is good on that list and the next consecutive list only. For example:
  • John Doe is on the eligibility list for Custodian, he qualified for the list in 3/99, when the list was posted again in 10/99 his name rolled over onto the new list. He was not hired from the 10/99 list so when the Custodian position was re-advertised in 3/00, he needs to reapply for the new list.