Information for Potential Employment Candidates and Hiring Practices
Candidates for certified positions (i.e., teaching, administrative, etc.) must submit:
- A letter of interest/cover letter
- A current résumé
- A completed application form
- A copy of transcripts/credentials from an accredited college/university
- A copy or evidence of a current teaching licensure (experienced teachers)
- At least three references and additional letters of recommendation
- A signed authorization to conduct a criminal and child/dependent adult abuse background check.
Candidates for classified positions (i.e. associate, food service, custodial, maintenance, etc.) need only submit a completed application form.
All applicants will be screened based on their experience, qualifications and credentials. Explicit screening criteria, aligned with basic qualifications, district expectations and building needs, will be used to identify those individuals with superior skills and with the most potential to be highly effective employees.
Once the most qualified candidates have been screened, building principals or hiring managers will invite finalists to participate in interviews. Interviews will consist of a question and answer session, and a tour of district facilities. Interview teams may be comprised of district administrators, teachers, and students. Candidates will have ample opportunity to ask questions of the interview team.
Candidates will be selected according to their interview responses, and multiple reference checks. The district will also conduct a background check on potentially successful candidates. If the preferred candidate passes the background check, an offer of employment will be made pending school board approval. All job offers are contingent on appropriate licensure.
All applicants will receive a notification when positions have been filled. Finalists who interview for a position will receive a telephone call notifying them of their status.
Mandatory Background Checks
School districts are required to conduct comprehensive background checks before offering employment to any individual. This includes teachers, administrators, support personnel, part-time, substitute and contract employees. School districts must conduct subsequent background checks at least every five years on the anniversary of the school employee’s initial date of hire. Districts may not charge employees for the cost of these background checks.
Authorization to Conduct a Background Check
The Alta-Aurelia CSD uses an outside vendor to conduct its employee background checks. The Federal Trade Commission (FTC) considers background check information obtained by outside vendors to be “consumer reports” subject to the requirements of the Fair Credit Reporting Act (FCRA).
The FCRA requires that applicants/employees be notified that background check information may be used to make decisions relating to their employment. The district must also obtain written permission from the applicants/employees to conduct outside vendor background checks. The district must certify that it has notified applicants/employees and obtained their permission to obtain background check information, complied with all FCRA requirements and will not discriminate against applicants/employees or otherwise misuse the information obtained through the background checks.
Equal Opportunity/Affirmative Action
The Alta-Aurelia Community School District is an Equal Opportunity/Affirmative Action Employer. It is the policy of the district to provide equal employment opportunity and not to illegally discriminate on the basis of race, color, national origin, religion, sex, disability, sexual orientation, gender identity, age or marital status in its employment and personnel practices.